Careers in the hospitality industry can be particularly difficult to master as managing profitability, quality and service levels requires passion, attention to detail and a high level of business sense. This blog provides tips and advice for mastering your hospitality role to set you up for success. I call these tips and bits of advice Hospitality Gems. Enjoy!

The Future of Hospitality Marketing: Think Small

Hospitality marketing is shifting dramatically and marketers are "thinking small" as more and more advertising dollars are shifted away from traditional marketing and toward small screens.  We're talking about desktops computers, tablets and smart phones.  The trick is understanding that consumer behavior is different depending on which small screen the audience is utilizing at any particular moment.

Tablets are quickly taking over the computing space once dominated by desktops and laptops.  The portability and processing power of iPads and most Android powered tablets allow consumers to untether themselves from their homes and take their web browsing in the road.  Although smart phones also facilitate portable web browsing, consumers expect the tablet experience to be more like the familiar desktop experience and not the scaled down "lite" version smart phones use.  Therefore, marketers are adamant that smartphones and tablets require their own marketing channels.

The most simple explanation as to why tablet and smartphone require their own marketing strategies is that consumer behavior is completely different on those two devices.  In late 2012 Google published a white paper that explains how people use different devices throughout the day.  The study found that desktop/laptop users were more business focused and were more likely to use their machines for research and information gathering.  Smartphone users are geared to mobile social networking and communicating while tablet users mostly used their devices for entertainment purposes.

Further segmenting the mobile audience reveals one of the most important differences marketers must pay attention to is that more commerce is transacted via tablets than smartphones.  A Neilson report found that smartphones were frequently used to find information about purchases but tablets were used to consummate the purchase.  Phones are commonly used to find brick and mortar stores, check prices and use mobile coupons while tablets were used to read reviews and actually make final purchases.

 
Clearly the hospitality segment must transition their marketing strategies to focus on the small screen. Mobile friendly websites should be designed to entice and provide the right kind of information that will lead to conversions with the understanding that those conversions are likely to happen via desktop or tablet devices.  All three mediums must work in a cohesive manner but the future of hospitality marketing is definitely targeting the small screen.

Should Managers be Friends with Line Employees?

I have a friend, "Nancy", who is a rising star in her restaurant but is struggling mightily in her role as Assistant General Manager.  She started with the company seven years ago as a food server, became the service lead, then became a floor manager and almost two years ago was promoted to AGM.  The General Manager's seat is held open for her to take the job when her superiors deem her fit, but it is taking longer than expected for her to seize the title and responsibilities.  She has the experience and skills, but just isn't "there" yet.

Recently she asked me why she is having difficulty making the jump to the next level and I told her one reason is that she can't be friends with her employees.  She was floored.  "A manager is supposed to be friendly and that is what I'm doing", she stated. 

The problem is that as she rose through the ranks from food server to manager, she never lost her sense of being buddies with the line staff and she is learning the hard way that there is a huge difference between being friends and being friendly. 

Of course managers must be friendly with line employees, but the lines needs to be drawn at "friendly" and not blurred into "friends".  Nancy didn't draw that line and as a result she doesn't have the full respect and support of her all of her staff and this is one of the major reasons she isn't getting over the hump to the next level in her career progression.

Here's a great example of why it is difficult for young managers to know where the friendliness line with employees should be drawn.  The definition of "friend" according to www.freedictionary.com is as follows:

1. A person whom one knows, likes, and trusts.
2. A person whom one knows; an acquaintance.
3. A person with whom one is allied in a struggle or cause; a comrade.

Those all sound great, right?  When it is a busy night in the restaurant, managers and employees who know and like each other are bound by all of those things, even if only for a few hours during the busy rush.  I would actually describe my own management style in similar terms but would even go deeper than the words "knows, likes and trusts" mentioned in the definition above.  In many cases I would use words like supportive, caring, genuine, warm and fun to describe my relationship with some employees and their relationship to me.  Those are all words one would use to describe a friendship.

However, no matter what words are used to describe a relationship between a manager and an employee, being "friends" should never be confused with having a "friendship".  I encouraged Nancy to be a friendly boss, show caring and compassion, have fun and even exhibit some characteristics of friendship.  But she must learn that the job of a business leader rises above friendship and absolutely requires boundaries whereby there is never a question about the differing roles of manager and employee.

If a manager fails to make the distinction between being friendly and having a friendship with line employees, so many bad things are bound to happen.  Here are some of the things Nancy is struggling with because of her inability to establish the friendship boundary:

Favoritism:  Even if it isn't true, Nancy has created a perception of favoritism with her employee friends.  She believes she is being fair and objective in how she treats each employee, but those outside her circle of friends don't see it that way and are clearly not motivated employees.  If a manager allows herself to get attached to any particular employee or group of employees, there is a tendency (either consciously or unconsciously) for that friendship to influence decisions that affect those employees such as job assignments, raises, promotions, etc.  After all, it is tough to create a culture of inclusion if favoritism exists.

Hurt Feelings:  What happens when Nancy has to discipline, or worse, fire a friend?  Or what if the friend doesn't like the way things are being managed?  Somebody is going to take things personally and the result will be disastrous to daily performance or possibly both of you but certainly the business in general will suffer.

Unprofessionalism:  What happens when employees go out after work and tip back a few drinks?  They get silly, they talk and even complain about everything work related...including the manager.  When this is your circle of employee friends and you go with them, either you do the same, which is unprofessional, or you continue to walk the company line while everyone sees you as a straight laced "company monkey".  Either way it is unprofessional and you lose.

CYA:  You and/or your company could get sued by any variety of lawsuits.  Harassment and discrimination lawsuits are so common that your HR department has surely laid down the rules regarding nepotism and manager/employee relationships.  The rules are there to protect you. Pay attention to them!

When Nancy steps back and observes her work scene objectively, she is going to realize that all of these problems exist in her restaurant, but they don't have to.  She will eventually learn how to draw the friend/employee line and be a friendly, compassionate, fun and caring leader without stepping into the friendship pitfalls.  When she does, her staff will notice the favoritism going away and they'll buy into her leadership and the next step into the General Manager role will come much more easily.

Create Culture of Inclusion


It's important to understand that little gets accomplished when employees don't feel appreciated or like they matter.  Everyone in the department matters regardless of their job title. A good leader includes everyone in the team's cause.  A great leader engages each person individually and shows them all that each of them are important both as employees and as people.
 

Earlier we discussed why employees are more important that customers (since happy and appreciated employees treat your customers like gold) and the philosophy of inclusion builds upon that idea.  When your employees know they matter and they feel included, then they are happy, are actually eager to give you their energy and loyalty and they end up treating your guests well.  On the other hand, employees who don't feel included are apathetic and just see their job as a paycheck and nothing more.

 
Here's how to create a culture of inclusion where everyone matters:

 
Make sure everyone KNOWS they matter

Take every opportunity to get to know your employees on a personal level. Learn their kids names, birthdates and favorite activities.  Say hello to each employee when you pass them in the hallway.  Acknowledge special non-work events such as a graduation or the birth of a grandchild.  Understand what their experiences, ambitions and dreams are all about.  Watch their faces break into broad smiles when you wish an employee's child a happy birthday because you remembered a small detail about their personal life.  The bottom line is to make everyone feel special and that you care about them as a person and watch their job engagement escalate.

 
Recognize talent and good work.  If you can make your employees feel you notice and appreciate the good work they do, their level of commitment skyrockets. That increased level of commitment translates into a strong personal connection to the work they do as their pride in a job well done begins to soar.  Ultimately this translates into a happy, productive work force that will show their loyalty to you by doing their very best every day.

 
And when I say everyone matters, I literally mean everyone.  The person who cleans the stoves at night are just as important as the chef who dirtied it up in the first place. The person that cleans the hotel rooms is just as important as the sales executive that filled the hotel with guests.  I would venture to say those "low level" staff members might even be more important than the upper tier managers because if the rooms are dirty and the kitchen is filthy, there would be no guests to serve in the first place.

 
Solicit Staff Input

Great leaders are self aware enough to know they don't know everything.  If you are confident in your abilities, then you should have no problem soliciting input from staff and listening to what they have to say.  Ask for your employee's opinions, suggestions and ideas and you'll find you make better decisions and garner greater commitment from your staff to achieve your goals.
 

It is important to NEVER dismiss employee input without thoroughly examining the pros and cons of implementing the idea. We should always be asking ourselves and our employees "Why do we do it this way?" and "How can we do it better?".  Who would know better than the employees who are in the trenches everyday and living through the challenges that management never see?  When employees answer your questions, politely thank them for their input even if the input was the worst idea you've ever heard of.  Dismissing their ideas right away will eventually cause them to clam up and never offer their opinions in the future since they don't feel their thoughts are valued.

 
Be There

Good leaders are always available when needed.  Keep an open door policy and encourage employees to come to you with issues they may be facing.  Take the time to listen to employee needs and concerns because taking care of "trivial" problems prevents larger problems from developing in the future.  After all, you cannot create a culture of inclusion if you aren't available to listen to your employees.

 
Communicate With Purpose

You want to be clear in what you are trying to say so there is no confusion.  You want to communicate directly to avoid beating around the bush.  And you want to communicate honestly without prejudice.  This is what I call Communicating with Purpose.

 
Your staff will know if you are not being honest with them and it will affect how they see you as a leader.  I'm not talking about not being honest like you are lying to them.  I mean being honest like calling it like you see it.  You can't be afraid to have tough conversations with people to address issues of concern.  A good leader will deal with the issue directly, honestly and clearly state the problem as well as the expectation.  You must communicate with purpose or you will be seen as weak, indecisive or just plain not trustworthy.

 
This doesn't mean beat employees up with a harsh tone or hurtful words.  Quite the contrary.  Address issues directly without emotion and in a manner of simply dealing with clearing the problem so the employee may proceed and be successful in his or her role.  Be thoughtful to the other person's feeling and show empathy, but communicate with a purpose to make sure the point of contention and desired outcomes are clearly understood.

 
Let Go

Don't micromanage.  Nobody likes that.  If you feel you need to micromanage then perhaps you should consider that you have people in the wrong roles.  Great leaders hire talent, provide the tools necessary to do the job, clear roadblocks, communicate responsibilities, uphold accountability then let people do their jobs without interference.

 
Leaders are good at clearly communicating vision and objectives then leaving the details of how to achieve that vision and accomplish those objectives to the people doing the jobs.  You might have a great job title and a plush office, but that doesn't make you smarter than the collective group of people you rely upon to achieve your goals.

 
Communicate your vision, objectives and expectations then let your people run with accomplishing them.

 
The bottom line is that if you want to create a high performing team, then make sure everyone knows they matter and they are included.  Ask for input and listen to it.  Value each team member as an individual.  Be available to your staff, communicate with a purpose and don't micromanage.  You'll find that the level of trust, loyalty and overall performance on your team will increase dramatically.

Good Leaders Seek Feedback, Listen and Collaborate


A critical leadership skill that is the most simple, yet effective method of improving your performance as a manager is to seek out and listen to employee feedback. Ask employees what they think. Ask them what is working well and what isn't.  Ask them how we could do things differently and still achieve the department goals and objectives.  And definitely ask them how you are performing as a leader and what you can do to improve.

 This is often a difficult leadership skill to master because we naturally do not like hearing that as a leader we are not performing well in certain areas. But this is exactly the kind of information effective leaders seek out. We can't fix what we don't know is broken. Ask your employees to tell you what is broken then act upon it. 

Of course, not everything employees bring up are true problems.  It is your job to understand which feedback items are genuine issues that make work difficult or unpleasant and which issues are non-factors.

One important method of addressing the day-to-day work problems your employees identify for you is to incorporate employee ideas into the eventual solution.  This is called empowerment.  If employees feel like their input is valued and their ideas are implemented, then they feel like they are part of the solution.  On the flip side, if management unilaterally creates new policies or procedures they think will solve the problem then mandate that employees follow them then employees feel less valued, less motivated and eventually morale will be in the tank.

So brainstorm solutions to issues as a team. It is up to management to set the vision and department objectives but management should then relinquish enough control to empower employees to come up with their own solutions that support that vision and achieves those objectives.  Who knows, maybe the employees will come up with a creative solution that is more effective than the ideas you might have had. 

Whatever you do, don't take employee feedback personally.  For example, if an employee says you are not organized and it is making their job harder, the first natural response is to get defensive and argue that you are organized and maybe the employee just needs to be more efficient. This reaction is the fast lane to disaster because your employees will know you totally missed the point, will no longer trust you, will no longer provide you with the valuable feedback you need to be a successful leader.

Instead, ask probing questions to better understand what exactly they mean and determine root causes of their frustration.  It could very well be the case that what the employee is saying is true. This is a golden opportunity for you to plug a gap in your job effectiveness and take a step in the right direction to becoming a better manager.

As employees see changes in the right direction and learn to trust that you are seeking feedback in a "safe" manner that doesn't lead to hard feelings or worse, retaliation against the employee who provided the feedback, they will begin to feel like they are being heard and respected. Employees who see progress being made to address their concerns feel empowered to make more suggestions which leads to a more productive work environment and growth in your leadership skills.

Yield Management to Maximize Revenues

The objective of yield management is simple; maximize revenue given a finite, and often perishable, inventory.  However, the successful execution of yield management in hospitality is not as simple as it might sound.  Managing yield requires constant strategy management and a nimble approach to managing the process of selling the right service to the right guest at the right time at the right price.

For the sake of this Hospitality Gem, let's focus on yield management for hotels and restaurants.  Glenn Withiam of Cornell University College of Hotel Administration published an excellent study of yield management in which he identified four yield management levers management utilizes to adjust the business to maximize revenues called the  "Four C's"; Calendar, Clock, Capacity and Cost. 

  • Calendar:  There are certain days, weeks or seasons that are more valuable than others.  For restaurants, Valentine's Day and Mother's Day are highly valuable.  Most resorts have rates that vary based upon seasonality, such as a ski resort in Aspen that doubles their room rates during the winter ski season. A key element to managing the calendar is demand forecasting.  Both restaurants and hotels should use historical data coupled with current occupancy and demand variables to accurately forecast demand which, in turn, affects Cost.
  • Clock:  Timing is important in matching inventory to guests' desires.  Some bars and restaurants increase business during off-peak dining times with happy hour specials or late night dining discounts.  Hotels watch "the clock" to ensure unsold rooms get filled as vacant nights approach.  Additionally, managing the clock duration a guest utilizes a particular service (spa, restaurant, room check out time, etc) is an important yield lever to monitor and control.
  • Capacity:  Hotels have a limited number of rooms and restaurants a finite number of seats.  Restaurant capacity management is a bit more difficult than hotels since a time variable is introduced in which the amount of time a guest occupies a table and the number of times a table turns over (seats a new dining party) varies and affects overall seating capacity while hotel room capacity remains fixed.
  • Cost:  Cost is a yield management lever that is used to match pricing to current market conditions and target demographic to drive revenue based upon several factors including elasticity of demand.  Cost is more frequently used in hotels to maximize occupancy rates rather than restaurants since the menu prices don't typically fluctuate from day to day.
Let's be clear that yield management is much more than simply adjusting prices to generate more bookings.  Yes, utilizing the Cost lever of yield management does sometimes involve discounting, but discounting without considering the three other "C's" is entirely the wrong approach since the outcome focus inappropriately shifts to capacity maximization and away from revenue maximization.  For a more detailed understanding of discounting, see my previous Hospitality Gem "Why Hotel Discounting Doesn't Work".

Since Calendar and Cost are somewhat fixed yield levers for restaurants, they would do well to establish service standards that focus on controlling the Clock lever to optimize Capacity.  These are actually related since restaurant capacity can be dramatically increased by turning tables more frequently.  By establishing timing standards for product delivery, restaurants can more efficiently turn tables and increase the volume of guests that can be served.  For example, service standards that dictate appetizers are delivered to the table within 8 minutes of the order, the salad course delivered within 5 minutes of the appetizer being cleared, entrees delivered within 7 minutes of the previous course being completed and desserts delivered within 7 minutes of the last entree being cleared will decrease table turn times and increase revenue while not rushing the guest's dining experience.

For hotels, it is important to ensure the Hotel Operations department works closely with the Marketing department to effectively identify, segment and market to guests who are price motivated.  By identifying and segmenting price sensitive and price insensitive guests, hotels can employ a yield management strategy that maximizes revenues by filling available inventory to higher value price insensitive guests and back filling unsold inventory to price sensitive guests who may be more flexible with their Clock or Calendar demands.

I once had an employer who constantly focused on outcomes, outcomes and outcomes.  Yield management is cut from that same line of thinking.  Focus on your core outcome, which is maximizing revenue, and let that revenue focus drive yield management decisions.  If you consistently pull the right yield management levers at the right time to sell the right inventory to the right guest you'll be delighted to see the positive results on your next P&L statement

What did you think about this Hospitality Gem? Have you identified the "Four C's" that you can manipulate to manage your yield and maximize your revenues? Please leave a comment below or feel free to contact me at davidknight825 @ yahoo.com with your comments, queries or feedback!

Prime Cost: The "Secret" P&L Item That Can Kill Profitability

Would it surprise you if I told you that your food and beverage (or restaurant) P&L doesn't explicitly state the single most important directly manageable financial data element that can make or break your operation?  It's true.  Food sales has its own line.  Restaurant Supplies has its own line.  Even the pencil on your desk has its own P&L line (Office Supplies or General & Admin).  But the most important P&L, or Income Statement, data element that is largely responsible for determining profit or loss for food and beverage operations doesn't usually have its own line...it has to be calculated.  It's called prime cost.

Simply put, prime cost is the difference between you revenue and key operating expenses listed on your Income Statement.  To figure out your prime cost, add all of your cost of sales to all of your payroll expenses including payroll taxes, benefits, etc. and subtract that figure from your gross sales. Simple as that. 

Labor and cost of goods, the two expense elements of prime cost, are two of the most controllable expenses for any F&B operation and a small movement up or down can mean the difference between operating at a profit or a loss.  Thus, it is critical that management monitor these expenses frequently.  I suggest monitoring labor daily (broken down by day part) and cost of goods weekly.

Let's take a closer look at prime cost and you'll quickly see that the pursuit of profitability usually hinges directly on the manager's ability to manage prime cost.

The formula to calculate prime cost is:

Prime Cost = Revenue - (Cost of Goods Sold + All Labor Costs)

Here's an example:




                Prime Cost Calculation
Sales  $      100,000  
     
COGS Expense  $        30,000    30%
     
Salaried FOH Labor  $          3,750     4%
Hourly FOH Labor  $          6,800     7%
FOH Payroll Tax & Benefits  $          2,300     2%
Total FOH Labor  $        12,850    13%
     
Salaried BOH Labor  $          3,450     3%
Hourly BOH Labor  $        12,500    13%
BOH Payroll Tax & Benefits  $          2,700     3%
Total BOH Labor  $        18,650    19%
     
Total Labor Cost  $        31,500    32%
     
Prime Cost  $        61,500 62%


In this example, we can see that subtracting the COGS and all labor expenses from the sales figure results in a prime cost dollar figure.  Prime cost is expressed as a percentage, so in this example the prime cost is 62% of sales.  This is within a normally acceptable range. 

However, since we split out labor by front of the house and back of the house, we can clearly see that an excessive amount of labor is being spent on kitchen help (Hourly BOH Labor is 13%).  The astute manager will notice this right away and make necessary adjustments to further increase financial efficiency.

You already know that the cost of goods sold and labor comprise the largest expense for a hospitality operation.  But the good news is that since these are two of your most controllable costs, by tracking your prime cost on a regular basis you will be able to make immediate adjustments rather than waiting for the end of the month when inventory is counted.  By actively managing prime costs on a daily basis, managers will see dramatic improvements to the bottom line profits.


How To Get Started

If you haven't done so already, you should gather together your last 12 months of P&L statements and trend your prime cost percentage.  Use this number as your benchmark to evaluate your improvement as you move forward.  A restaurant's prime cost will vary widely based upon the type of restaurant (quick serve will be less than full service) but industry averages range between 55-70% of gross sales.

In order to be nimble and make necessary adjustments to effectively manage prime cost on the fly, accurate record keeping and reporting revenue, labor expenses and inventory is absolutely critical. If you aren't already reporting your daily sales and labor expenses on a daily basis then you should start doing so today!  Be sure to break your daily labor into front of the house and back of the house categories to further refine your labor expense intelligence as we did in the above example.  Not managing your revenue vs. labor expense on a daily basis is the fastest way to poor financial performance. 

Inventory is a bit more time consuming, so most operations conduct inventory on a weekly basis.  This means you won't be able to create a true prime cost any more frequently than weekly, but this is OK as long as labor is being managed on a daily basis in relation to sales.  By the way, you may think taking inventory on a weekly basis is way too frequent.  But some well known restaurants conduct a weekly inventory of all goods and a daily inventory of all expensive proteins (fish, beef, lamb, etc.).  That's right.  Daily.  Those restaurants have a firm handle on both their inventory and their prime cost.

Once you've bench marked your prime cost, communicate this piece of data with your management staff.  Explain what it is and why it is important.  Then set a plan in place whereby your expectations that sales, labor and inventory numbers are consistently and accurately collected so every manager can then be held accountable for doing their part to improve your overall prime cost.  With this one critical piece of operational data front and center in the minds of all managers (both front and back of the house), you'll be positioned to add another percentage point or two to the bottom line.

It's amazing that a critical financial measure that has such a huge impact on your hospitality operation's profitability isn't on your P&L in bold neon ink.  But with this Hospitality Gem, you'll know how to use it to boost your profitability.

Was this prime cost  explanation helpful to you? Were you able to use this Hospitality Gem in your food and beverage operation? I would love to hear how you got along with this Gem so please leave a comment below or feel free to contact me at davidknight825 @ yahoo.com with your comments, queries or feedback!

The Restaurant P&L Explained

There are many aspects to restaurant management that present everyday challenges, but understanding the restaurant P&L makes the job a bit easier.  One of the most difficult management responsibilities is balancing the mandate of providing excellent guest service with the requirement of serving a quality product while maintaining bottom line profitability as measured by the P&L.  Even though those core objectives seem to be constantly tugging in opposite directions, a great restaurant manager can pull them together and operate a successful organization. 
 
On the financial side of the business, understanding the restaurant P&L, also called an Income Statement, and knowing what the numbers actually mean is absolutely critical.  Once the restaurant Income Statement is mastered, managing revenues, expenses and cost controls becomes second nature.  Then, when the financial management of the business is solidified, the management team can then focus on other critical elements of restaurant operations such as service and product quality.

If you are managing a corporate or chain restaurant, your financial reports are likely in-depth and detailed.  They might include projected P&L forecasts, sales log summaries, a balance sheet, an operational budget, tax burden reports, individual unit sales (vs. other location sales), a statement of cash flow, corporate performance reports (shareholder value), controllable costs reports, etc.  For smaller operations and independent operators, financial reports are a bit more simple and are basically broken down into three basic categories: Revenue, Expenses and bottom line profit.

So let's get to it. What is an Income Statement, why is it important and how does a manager read it?

The Income Statement tells the story of whether an organization made a profit or not. It has the following basic elements:

     * Revenue
     * Cost of Sales or Cost of Goods (COG)
     * Expenses
     * Profit or Loss

In simple terms, the P&L is calculated as:

Revenue - (COG + Expenses) = Profit or Loss

Don't be fooled into thinking that understanding the Income Statement is as simple as making sure the number at the bottom of the page (the profit or loss number) is a positive number indicating a profit was generated.  Understanding the details of the P&L will paint a picture as to what exactly is happening in the business and where financial improvements can be made.  And becoming familiar with the data trending within specific categories can alert the astute manager that some element of the business may be wrong such as over serving portions (both food and beverage), theft or data entry errors.

Let's examine this sample P&L from a Fictitious Fabio's Restaurant.

 
 
Income Statement
Fictitious Fabio's Restaraunt
Month ended January 31, 2099
 
 
 
Sales
Food $      710,321 70.0%
Beverage $      237,544 23.4%
Other $        67,324  6.6%
Total Sales$ 1,015,189 100.0%
Cost of Sales
Food $      227,451 32.0%
Beverage $        59,444 25.0%
Other $          2,475  3.7%
Total Cost of Sales $    289,370 28.5%
Gross Profit $    725,819
Controllable Expenses
Salaries & Wages $      315,946 31.1%
Employee Benefits $        80,155 7.9%
Restaurant Supplies $        14,355 1.4%
Repairs & Maint $        11,345 1.1%
Advertising $          4,342 0.4%
Other Expenses $        16,242  1.6%
Total Controllable Expenses $    442,385 43.6%
Income Before Occupancy & EBIDA $    283,434
Other Expenses
Occupancy Costs $        73,541 7.2%
Interest $        37,641 3.7%
Depreciation $        62,134  6.1%
Total Other Expenses $    173,316 17.1%
Restaurant Net Profit $    110,118 10.8%


In order to more easily understand the Income Statement, let's break it down and discuss each section individually.

Header:

For single unit operators, you'll only be interested in the date as the Income Statement could cover a one month period, a fiscal quarter or a full year.  Multi-unit managers and Food and Beverage executives will also need to note the restaurant name as there may be multiple outlets being reported.

Sales:

The first data category on any P&L will be sales.  This sample P&L for Fictitious Fabio reports sales for three categories; food, beverage and other.  If your operation sells T-shirts, hats, souvenir cups or any other non food and beverage merchandise, these sales are typically reported in their own separate categories.

One element of this P&L that I'm not crazy about (even though I created it) is that there is no detail within the sales categories by which a manager can easily see trends and trouble spots within the sales numbers.  For example, if Fictitious Fabio's served breakfast, lunch and dinner then it would be valuable to have those day parts reported as individual P&L elements within the sales category.  The same applies to the beverage data item.  It would be important to break the beverage sales down to non-alcoholic, beer, wine and liquor to effectively paint an accurate picture of where sales are coming from while revealing weak points in the operation.

Cost of Sales:

The Cost of Sales category shows how much money was spent to purchase goods that are to be re-sold.  These reported categories should match the product type breakdown as listed in the above Sales section.  This is important because, in food and beverage operations, it is critical to accurately calculate the cost of sales (sometimes called Cost of Goods) as a percentage of the sales of that particular category.  In Fictitious Fabio's example P&L we can see that the cost of sales for food was divided by the revenue generated from the sale of food only.  The same is true for the beverage and other categories as well. This allows the manager to spot sales trends as well as trouble spots such as over purchasing.

Gross Profit:

The Gross Profit is simply how much money was generated less the amount of money spent to purchase those goods that were sold.

Controllable Expenses:

These are operating expenses that are under the direct control of management.  These expenses must be watched closely on a daily basis to ensure profits are maximized and include items such as labor, supplies, repair costs, etc.

Income Before Occupancy & EBIDA (Earnings Before Interest Depreciation and Amortization):

This number is simply a statement of how much cash the business generated.  It is calculated before considering occupancy expenses and before any accounting rules for interest, depreciation or amortization are applied.

A simple example would be if your business only sold banana muffins and you only sold one muffin for the reporting period.  If you sold that muffin for $1 and your controllable expenses were $0.40 then your true cash generated (EBIDA) would be $0.60.

Other Expenses:

This category completes the expenses picture by adding in all other expenses that are not related to cash flow such as interest paid on loans, depreciation charges for owned equipment or amortization costs for purchased real estate.

Net Profit:

The bottom line subtracts all expenses from all revenues to answer the all important question of whether or not the business was profitable for that particular reporting period.

OK, that all sounds simple enough, right?  So why can't I just grab my P&L and just look at the bottom line to see if I made a profit or not?  Isn't that the ultimate goal?

Well, I'm glad you asked.  Yes, of course profitability is the goal, but understanding the Income Statement and how it tells the story of your everyday business operations is incredibly important.  Tying together the daily record keeping and the monthly P&L can tell stories that could mean the difference between operating at a loss or turning a profit.

Here's an example.

Fictitious Fabio reported a food cost of 32.5% on their Income Statement.  The manager notices this is a pretty high number since her food cost is normally in the 28% to 29% range on a consistent basis.  After doing some investigative work, she realizes that a case of filet mignon was ordered but not delivered since the vendor was out of stock that particular day.  Then the chef submitted second order the next day but somehow both charges found their way to the accounting department when only one order was actually delivered.  
 
Aha! Mystery solved, right?

Well, no because given that the overall food sales $710,321, one case of filet mignon wouldn't cause her food cost to jump by such a large margin.  Something else must be amiss.

Further investigating revealed that, although Fabio's doesn't normally host weddings, the town mayor had a huge wedding at the restaurant to the tune of $60,000 which was accidentally posted to the "Other" sales category.  Ahhhhh, that makes sense because a 6.6% COG for merchandise sales seems way too low.  Once that revenue was re-classified, the numbers started falling in line with the norms.

If the manager didn't understand each particular category of the Income Statement, she might not have realized errors were made which could have affected her bottom line P&L performance, especially if revenue wasn't recorded at all for a particular day, a shift or even a single event.

A tremendous amount of business intelligence can be ascertained by effectively managing the P&L and the data that makes up the P&L numbers.  A good manager will understand everything about the P&L and daily operations to be able to manage category sales, per person averages (PPA or also called guest average), server sales effectiveness, check averages, etc.

Was this P&L explanation helpful to you? Were you able to use this Hospitality Gem in your food and beverage operation?  I would love to hear how you got along with this Gem so please leave a comment below or feel free to contact me at davidknight825 @ yahoo.com with your comments, queries or feedback!