end of the day, the buck did stop with the president. the commander in chief made the decision and pulled back. that s the good news. it raises questions as to the temperament and the judgment to the person who is national security adviser, but how did the president get to this point? he made the right decision but he never should have reached to the point of making the decision. have some sense of where you re going, have a definition of success that s achievable. so again, tactically the president was right not to act. don t get me wrong. he never should have put himself in the position where he marched up to the brink so publicly. reverend al, let s talk about your weekend in south carolina. how is jim clyburn doing? he s doing very well. he had a successful week and his fish fry was off the charts. what kind of fish was it? because i ll tell you, northwest florida, we d always have fried mullet. what are they serving at jim s fish fry? he had a lot of whitings and fried f
a manager, then you need to make sure you re guarding your attitude. the whitings scrapped all the written handouts and put their training material online. you need to make sure, one, you re using all the digital things, that you re texting information, your schedules are on the internet and online, you ve got a facebook page and employee website that s open 24/7. we have to change the way we package information and how we deliver it. that s when the whitings moved their scheduling online, as well. the teens loved it and cut their management costs in half. i used to have one of our full-time managers in the summer, took him two full days to do the next week s schedule, now they re down to less than a day. it puts the responsibility of the schedule in the employees hands. and if they cannot make it to work, they have the ability to post their shift on a trade board. when ken and jeff told joe about it, he quickly adopted it for his candy shop. and there s no more questi
the message because i ve got it, you ve got the e-mail, the text, it s on your phone. i get a feedback of when they looked at it. another sign of the times came when the whitings realized their employees didn t care about the expensive end of the summer thank you party. we canceled that program in the entirety, took that budget and moved it into an instant gratification program. what we learned is teenage employees don t look much further past friday night. so telling them to stick around for two, three months down the road then they ll get rewarded doesn t work. and the key they use is a scratch off card they hand out when a manager sees an employee going an extra mile. it s called a star card. and what we use for instant gratification. if i catch somebody doing something right, there s no need to make them wait. you can scratch it off and get $20. it keeps people going. they work for the star card. this kid jasper got $300 from
like theirs which depend on part-time teenage workers. they are the ones that determine one of our customers, one of our guests is going to make a purchase, spend more or come back again. they impact that. they impact our bottom line. down the boardwalk from the whitings, the owner of marinies by the sea says pretty much the same thing. they re teenagers, they come with their whole set of teenage issues. manage through the eyes of today s teens rather than through the eyes of when they were a teenager. it s a challenge that both ken and jeff have met by making changes in their own management team style. realize what used to work in the past isn t working anymore. what is it i need to do to make it work? it can be done. takes a different mindset. if you want to gain more from the people who affect your business and affect your performance as an employer or as
i remember as a young kid having that automatic respect for a supervisor. jeff whiting is old school, too, ken s 30-year-old nephew. i would strive and work hard to not only meet but to exceed their expectations. and today, you don t see that. ken and jeff are third and fourth generation family partners at whiting s foods, which has been running food concessions at this famous california seaside amusement park since 1953. i am a tremendous advocate that today s teens are as able as ever, but they re far less prepared. employers also are far less prepared to deal with the age group. the whitings say this management problem isn t limited to santa cruz. based on their teen workforce consulting business called waves for success, they see a national trend stretching from the california beaches to the jersey shore. employers like jeff and ken say this difference in attitude is a