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Effective Strategies for Managing Contingent Workers: Insights from Sling by Toast

Effective Strategies for Managing Contingent Workers: Insights from Sling by Toast

[```html Contingent Worker Management | Sling by Toast

Sling is Now Sling by Toast!

Sling by Toast has announced its new name and branding. Discover all about this exciting transition and how it will enhance your employee scheduling and management capabilities.

Understanding Contingent Workers

If your business is facing an unplanned or short-term staffing issue, hiring a contingent worker might be the perfect stop-gap solution. But what exactly is a contingent worker? What are the benefits of hiring one? And how can you manage these temporary employees for best results?

What is a Contingent Worker?

A contingent worker — also known as a freelancer, on-call worker, independent contractor, or gig worker — is a temporary “employee” hired to fill short-term gaps in your team or provide specific skills for a one-off project.

Note: Contingent workers are considered more like consultants rather than full-fledged part-time or full-time team members, at least in the eyes of the IRS. However, not every temporary employee is classified as a contingent worker. Seasonal workers and some interns are official employees for tax and payroll purposes.

Clarifying the distinction between a contingent worker, intern, and full-time employee can be confusing. Therefore, consulting a tax professional or an attorney familiar with your business practices is advisable.

Benefits of Hiring a Contingent Worker

1) Limited or No Taxes

Unlike permanent employees, your business pays limited or no taxes for contingent workers. Freelancers and consultants are responsible for their tax portions. Although you might have to offer a higher base wage, your business won't face the tax burdens typically associated with full-time employees.

2) Flexibility

Hiring contingent workers offers significant flexibility, allowing you to scale your workforce up or down quickly to respond to market demands. This adaptability can make the difference between success and failure for your business.

3) No Need for Benefits

Benefits like health insurance and 401k contributions represent major expenses. Contingent workers generally require fewer (if any) benefits, reducing your business’s financial responsibilities to payroll alone.

4) Overtime Taken Out of the Equation

Contingent workers are typically not subject to overtime regulations, sparing your business additional costs and complexities. Any overtime will depend on the negotiation terms in their contract.

5) Valuable Expertise

Quickly secure specialized skills by hiring an expert contingent worker for particular projects instead of spending time and resources training existing employees.

How to Manage Contingent Workers

1) Create Specific Policies

Formulate policies in your employee handbook that address minimum hours worked, deadlines, work methods, and pay structures for contingent workers.

2) Include Them in All Meetings

Involve contingent workers in meetings to make them feel valued and help them integrate quickly into your company culture.

3) Encourage Them to Abide by Company Culture

Discuss your company's vision, mission, values, and norms with contingent workers to help them align with your company culture.

4) Establish an Onboarding Process

Create an onboarding process to get contingent workers acclimated to your business workflow, easing their transition and increasing their effectiveness.

5) Set Up a Contingent Worker Payroll Procedure

Investigate the laws and regulations governing contingent worker payments and establish a payroll procedure before hiring.

Scheduling Contingent Workers with Sling

Accurate scheduling is crucial for maintaining productivity and engagement for contingent workers. The Sling app offers powerful features like:

  • Intuitive scheduling
  • Comprehensive time-tracking (with geofencing)
  • Dynamic reporting
  • Time-saving payroll processing
  • Customizable communication
  • Effective labor-cost optimization
  • And much more...

Try Sling for free and experience how it can streamline scheduling for everyone on your team, including contingent workers.

Explore more resources on workforce management at GetSling.com.

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  • Jordan Van Maanen
11 Essential Management Theories for Small Business Success

11 Essential Management Theories for Small Business Success

[```html 11 Most Important Management Theories for Small Business

Sling is now Sling by Toast!

Learn more about how this change can enhance team management in your business.

Learn more

The Importance of Management Theories

There are many management theories floating around in the business world. Some are old, and some are new. But pretty much all of them are based — in one form or another — on one of the 11 management theories on this list.

Why is that important? Shouldn’t you concentrate on running your business instead of reading up on old ideas? Yes, you should focus on making your business a success. But that success depends, in large part, on the way you lead your employees.

That’s why these management theories are so important: they give you concrete ways to inspire greatness in your team.

11 Essential Management Theories

1) Systems Theory

Illustration of systems management theory

At its creation, Systems Theory (or The Systems Approach) had nothing to do with business management and everything to do with biology.

The premise is that a system is composed of interacting elements that are affected by their environment. Because of this interaction, the system as a whole can evolve and self-regulate.

2) Principles of Administrative Management

Henri Fayol (1841-1925) developed his principles of administrative management as a top-down approach to examining a business. Based on managers' responsibilities, he developed 14 principles that influence how managers should lead their teams.

3) Bureaucratic Management

Small business manager's desk

Max Weber (1864-1920) took a more sociological approach when creating his bureaucratic management theory, emphasizing clear rules, roles, and hierarchical organization.

4) Scientific Management

Frederick Taylor (1856-1915) conducted experiments to optimize workers’ productivity, resulting in his belief that the scientific method is the best determiner of efficiency in the workplace.

5) Theories X and Y

Managers discussing management theories X and Y

Douglas McGregor (1906-1964) published his book The Human Side Of Enterprise, outlining two styles of management: Theory X (authoritarian) and Theory Y (collaborative).

6) Human Relations Theory

Small business manager talking on the phone

Elton Mayo (1880-1949) concluded that employees are more motivated by social factors than environmental factors, leading to his Human Relations Theory.

7) Classical Management

Classical Management Theory focuses solely on the economics of organizing workers, advocating principles like labor specialization and centralized leadership.

8) Contingency Management

Example of one of the business management theories

Fred Fiedler proposed that effective leadership is directly related to the traits displayed in any given situation. There is no one-size-fits-all management style.

9) Modern Management

Modern Management Theory responds to rapid change with a combination of technological and human elements, emphasizing mathematical analysis and complex employee needs.

10) Quantitative Management

Example of a numbers-oriented management theories approach

Developed during WWII for managerial efficiency, this theory uses quantitative analysis to calculate the risks, benefits, and drawbacks of specific business actions.

11) Organizations as Learning Systems

This theory focuses on continual learning and adaptation, encouraging teamwork and information sharing to ensure the business functions successfully as an integrated system.

The Change Is Worth The Effort

Implementing changes to your management theory and style is challenging. But accommodating the attitudes and natural habits of your employees will result in improved morale, decreased turnover, and better employee engagement — well worth the effort.

For more free resources to help you manage your business better, organize and schedule your team, and track and calculate labor costs, visit GetSling.com today.

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  • Jordan Van Maanen
Understanding Corkage Fees for Restaurants: A Comprehensive Guide

Understanding Corkage Fees for Restaurants: A Comprehensive Guide

[ Understanding Corkage Fees for Restaurants: A Comprehensive Guide

Sling by Toast: Your Partner in Restaurant Management

Optimize your labor costs, manage tasks effortlessly, track employee work time, and improve communication effectively with Sling by Toast.

Understanding Corkage Fees for Restaurants: A Comprehensive Guide

Wine bottle with corkscrew

What is a Corkage Fee?

A corkage fee is the amount a restaurant might charge a diner if they bring their own bottle of alcohol — typically wine — into the establishment to consume during the meal.

Reasons to Charge a Corkage Fee

  • Your Restaurant Doesn’t Serve Alcohol: Implementing a BYOW policy can help provide an added service to your patrons and generate additional revenue.
  • Offering a Unique Experience: Allowing guests to bring their favorite wines can enhance their dining experience.
  • Service Costs: Proper wine service involves more than just opening a bottle, and charging a corkage fee helps cover these extra services.
  • Control Turnover Time: Prevent lengthy table occupancy by charging a reasonable corkage fee.
  • Recoup Beverage Costs: Help offset profits lost to BYOB policies by charging for the additional service.
  • Build a Wine Program: Use corkage fees to fund a curated wine list and maintain proper storage and service facilities.

What to Charge for a Corkage Fee

The average corkage fee ranges from $10 to $40, depending on the state and the level of service provided. Here are some examples from restaurants in major cities:

  • Ayada Thai (New York) — $10
  • Al di la Trattoria (New York) — $20
  • Barbone (New York) — $25
  • Rosa Mexicano (Atlanta) — $25
  • Staple House (Atlanta) — $30
  • Barbuto (New York) — $35
  • Amali (New York) — $45
  • Arlington Club (New York) — $50
  • Petit Crenn (San Francisco) — $50
  • ATOBOY (New York) — $75
  • Blanca (New York) — $89
  • Atera (New York) — $100

Corkage Fee Laws

Before implementing a corkage fee, consult an attorney to ensure compliance with local liquor laws.

How to Help Your Customers Adjust

Implementing a corkage fee successfully requires clear communication and training. Here are some tips to smooth the transition:

  • Encourage diners to call for your BYOB policy information.
  • Train staff to mention the corkage fee policy during all interactions.
  • Set limitations on the number of bottles a customer can bring.
  • Avoid allowing customers to bring in bottles you already offer.
  • Set a minimum price for the wine brought in to avoid cheap alternatives.
  • Welcome sharing and consider waiving the fee for rare or special wines shared with staff.
  • Discourage lingering by setting policies for when the carried-in beverage must be consumed.
  • Provide printed information about your beverage list and corkage fee policies to customers.

Additional Resources

For more tips on improving your restaurant’s operations, visit our blog or explore our workforce management solutions.

Visit Sling

© 2023 Sling, Inc. All rights reserved. Designed in Iceland. Made around the world.

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  • Jordan Van Maanen
Understanding Workforce Forecasting: A Complete Guide for Managers

Understanding Workforce Forecasting: A Complete Guide for Managers

[```html Understanding Workforce Forecasting: A Complete Guide for Managers

Workforce Forecasting: A Helpful Guide for Managers

Your business is anything but static, and managing employees when your company is changing and growing can be tricky. The best way to ensure you have the right people scheduled at any given time is with a workforce forecasting plan.

In this article, we’ll tell you what workforce forecasting is and how it benefits your company. Then we’ll walk you through how to implement your own workforce forecasting plan.

Table of Contents

What is Workforce Forecasting?

Workforce forecasting

Staffing the right people in the right jobs is key to a successful business. Workforce forecasting helps businesses assess and align their employees with the company’s strategic goals. You're basically looking down the pipeline and determining the right number and type of employees needed to do the job.

The Benefits of Workforce Forecasting

Better Resource Planning

Workforce forecasting helps to quickly identify and fill any gaps in your team. For example, during peak seasons like holidays, forecasting allows you to look back at previous trends and adjust your current staffing to meet new business demands.

Easier Budgeting

Managing your budget becomes much easier when you have effectively forecasted your resource needs.

Less Overtime and Staff Shortages

With better alignment of resource supply and demand, unnecessary staffing costs are reduced, and you avoid revenue losses due to personnel shortages.

Strategic Employee Management

Workforce forecasting allows you to evaluate your current employees’ skill sets, helping you plan ahead for training or recruiting to meet future business needs.

Benefits for Restaurants

For restaurants, balancing labor costs with demand is crucial. Workforce forecasting can help manage your bottom line while ensuring excellent service to diners.

Essential Elements of Workforce Forecasting

Demand Planning

Anticipate the number of employees needed at any given time, considering factors like seasonality and business trends.

Historical Data Patterns

Review historical data to identify staffing patterns, skill gaps, and turnover rates, which can inform future needs.

Current Workforce Assessment

Evaluate your current workforce to establish a baseline. Consider headcount, demographics, roles, and skills.

Gap Analysis

Identify gaps between your current workforce and future needs to align with your strategic goals.

Workforce Forecasting Techniques

Quantitative Forecasting

Use mathematical and statistical models to predict future workforce needs based on historical trends.

Qualitative Forecasting

Gather expert opinions, run focus groups, and conduct market research for a more nuanced forecast.

Hybrid Forecasting

Combine quantitative and qualitative methods for a comprehensive forecasting model.

Steps to Workforce Forecasting Implementation

  1. Define your business goals and capture the skills and costs required for your strategic plan.
  2. Review your current workforce to establish a baseline.
  3. Evaluate future needs in line with your strategic goals, including additional skills and costs.
  4. Choose the appropriate workforce forecasting technique (quantitative, qualitative, or hybrid).
  5. Build your forecasting model using the chosen technique.
  6. Consider possible variables and identify any gaps.
  7. Create a plan to close identified gaps.
  8. Regularly review and adjust your forecast based on real-time data and outcomes.

Better Planning, Better Business

Workforce forecasting discussion

Workforce forecasting ensures a more confident approach to budgeting, cost-effective staffing, and greater employee satisfaction. Sling’s employee scheduling software is an essential tool for resource planning. It helps simplify time tracking and payroll while controlling labor costs, making employee management easier for today and tomorrow.

This content is for informational purposes and not intended as legal, tax, HR, or other professional advice. Please consult a professional for specific advice.

Get Started with Sling by Toast

Discover how Sling by Toast can streamline your employee scheduling and workforce forecasting needs. Get Started Today

© 2023 Sling, Inc. All rights reserved. Designed in Iceland. Made around the world.

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  • Jordan Van Maanen
10 Recruitment Strategies to Improve Hiring and Attract Top Talent with Sling by Toast

10 Recruitment Strategies to Improve Hiring and Attract Top Talent with Sling by Toast

[ Enhance Your Recruitment Strategies with Sling by Toast
Sling by Toast Logo

Sling is Now Sling by Toast!

Learn more about our expanded team management suite.

Key Features of Sling

  • Optimize labor costs while scheduling
  • Assign and delegate tasks per shift or employee
  • Track employee work time accurately
  • Easily schedule and communicate across multiple work locations
  • Stay in touch with messaging, newsfeed, and more
  • Manage all of your work from a single platform with various integrations

Why Sling?

  • Industries Supported: Restaurants, Entertainment, Emergency Services, Retail, Call Centers, Caregiving, Hospitality, Education, Security, Healthcare, Nonprofits, Banking
  • Customer Stories and Reviews
  • Blog for Insights and Tips
  • FAQs and Security Information

10 Recruitment Strategies to Improve Hiring and Attract Top Talent

1. Consider Rehiring

Don’t overlook the potential of rehiring previous employees who left on good terms. They can bring valuable experience and insights back to your team.

2. Host a Virtual Meetup

Organize virtual meetups to find new candidates and boost employee engagement. Encourage team members to advocate for your company during these events.

3. Contact Past Applicants

Revisit previous applicant lists to find potential candidates who might be perfect for your current job openings.

4. Perfect Your Interview Skills

Refine your interview techniques to attract the best candidates. Use targeted questions to make the process smoother for both parties.

5. Clarify Your Brand

Ensure your business’s brand clearly reflects its culture and work environment. This helps attract candidates who are the right fit for your team.

6. Create Accurate Job Descriptions

Regularly update your job descriptions to reflect any changes in responsibilities. This ensures you attract candidates with the right skills and expectations.

7. Focus on Niche Job Boards

Post job openings on niche job boards that cater to specific skills. This helps you find candidates with the exact abilities your business needs.

8. Engage with Passive Candidates

Engage potential candidates who are currently employed but might be open to new opportunities through creative methods like quizzes and direct messaging.

9. Set Up an Employee Referral Program

Leverage your current employees’ networks by creating a referral program. Provide incentives for successful referrals to fill open positions.

10. Don’t Ignore the Contingent Workforce

Consider freelancers, part-timers, and contractors to fill gaps in your team. They offer flexibility and could transition to full-time roles if they fit well.

Include Scheduling with Recruitment Strategies

Ensure your scheduling practices are competitive by offering unique work schedules like flextime or four-day workweeks. These benefits can appeal to potential employees.

Manage complex scheduling effortlessly with the Sling app, which offers features like time tracking, payroll calculation, communication tools, and more.

© 2023 Sling, Inc. All rights reserved.

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  • Jordan Van Maanen
How to Calculate Overhead Costs in 3 Easy Steps

How to Calculate Overhead Costs in 3 Easy Steps

[```html Optimize Labor Costs, Track Time and Manage Tasks - Sling By Toast
Sling By Toast

Sling is now Sling by Toast!

Learn more at Toast's official website.

Overhead Costs

How to Calculate Overhead Costs in 3 Easy Steps

  1. Look at What You Spent Last Year

    The easiest way to get started calculating your overhead costs is to look at a list of expenditures from the previous year. Here’s a basic list of yearly expenses:

    • Electricity
    • Mortgage
    • Natural gas
    • Insurance
    • Supplies
    • Wages

  2. Determine Your Monthly Overhead Costs

    The yearly numbers you see in step one are just totals. Reduce those numbers to a monthly component to better manage your finances.

  3. Add Up the Individual Expenses

    Now that you know what you spend every month on necessary expenses, add up those numbers to calculate your monthly overhead costs.

How Do You Calculate Overhead Rate?

Overhead Rate = Overhead Costs / Income From Sales. For example, if you brought in $28,000 last month and spent $1,800 in overhead costs:

Overhead Rate = $1,800 / $28,000 = 0.06 or 6%

For every dollar made, $0.06 is spent on overhead costs.

Improve Your Business with Overhead Cost Data

Utilize overhead cost data to calculate other key metrics for your business like Break-Even Analysis, Billable Hour Price, and Per-Unit Price.

Break-Even Analysis

Break-Even Point = Overhead Costs / (Sales Price – Variable Costs)

Billable Hour Price

Billable Hour Price = (Monthly Overhead Costs / Total Monthly Billable Hours) + Hourly Rate

Per-Unit Price

Per-Unit Price = (Monthly Overhead Costs / Total Units Sold) + Current Price Per Unit

Overhead Absorption Rate

Calculate direct materials percentage, direct labor percentage and use those to figure out your prime cost percentage.

Overhead Rate Per Employee

Another useful calculation that includes total labor cost for a month and total overhead cost.

Get Control of Your Payroll to Reduce Overhead Costs

Utilize Sling’s features like the labor costs feature, which helps optimize payroll as you schedule, preventing spending from getting out of control.

Get Started
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  • Jordan Van Maanen