A “good server” provides a “good service” by filling a need and, thereby, rendering a valuable service “good and true.”
“Good servers” provide “good service” and serve their end-user, client or customer very well, indeed!
“Bad servers” leave a bad taste in the mouths of all those they fail to properly serve and none are well-served.
Without “good servers” “good service” is not provided and goods or services will not be good.
With “good servers,” “good service” is provided and goods and services will be good by all those who are served.
“Good servers” are necessary to every service-delivery system, without which, the delivery system fails to deliver the goods and services.
Additionally, “good servers” are never supposed to be mistreated nor viewed as indentured servants, invisible “gophers” or sub-human slaves.
It is high time for all good end-users, clients and customers to properly serve “good servers” by serving them better so that they can survive!
Doing so obliges a recalibration of the service-delivery system to increase the hourly wage of all “good servers.”
This is, especially, indicated in the food service industry where “good servers” are typically paid very poorly.
“Good servers” are typically paid at an hourly rate far below minimum wage.
“Good servers” are often expected to come to work early, stay at work late and to contribute their labors “off-the-clock.”
“Good servers” are expected to “work their tail off ” and dependently hope, wish and pray that “good tips” will offset their very low wages.
Some people are good tippers; some are bad tippers; some are non-tippers.
There is no guarantee that even a very large group will leave a “good tip” for a “good server.”
It is important to guarantee “good servers” a “fair and decent” wage for rendering a valuable service “good and true.”
In lieu of employers providing their “good servers” a more-than-livable hourly wage, my recommendation is for restaurants to automatically add 20% “gratuity” to the total of every tab, henceforth.
“Good servers” would immediately be reinforced for their remaining “good servers;” they would “work their tail off” and retain their job.
Also, they would finally make a “fair and decent” wage for rendering a valuable service “good and true.”
“Bad servers” would immediately be reported to their management and if their bad service continued they would not retain their job.
They would risk squandering the opportunity that hard work and good service would afford them.
The end-user, client or customer will benefit directly due to their investment in retaining “good servers” because they will be well-served!
“Good servers” would be, appropriately, grateful because they would sincerely want to provide great service a goodly amount of the time.
Those who prefer not to incur a 20% food service surcharge could prepare their own meals at home and serve themselves.
Restauranteurs and food service conglomerates would be incentivized to invest more in their human capital to select and retain “good servers.”
Of course, anyone who might want to increase a tip above and beyond the automatic amount for superior service could always, electively, do so.
The point is to acknowledge that as the beneficiaries of “good servers” we must return the goodness of their service without just paying “lip service!”
However, in the event we are born to royalty or privilege, we may lay claim to the imperial right for our every whim to be attended to by our servants.
But to be sure, I suspect that if you tangibly “treat others as you would have them treat you,” then others will, invariably, treat you in-kind.
“Good servers,” their employers and their end-users, clients or customers will all benefit from this proposed “fair and decent” approach.
The time is nigh upon us to treat “good servers” in a “fair and decent” manner because good service” is really a “two-way street.”
“Good servers” need our tangible help so that they can continue to render their valuable service “good and true” for folks like me and folks like you.
My tip for tipping:
“20% added to the bottom line; 20% added all-the-time.”
Tip, tip, hooray!
Author Note: Dr. Larry B. Gelman is a Clinical Psychologist and a Personal Mentor
© 2014 Northern Illinois Counseling Associates, P.C. (NICA), Personal Mentoring Services (PMS)
Dr. Larry B. Gelman, Dr. Glenn B. Gelman, All Rights Reserved.