Outback Steakhouse, a catering group from the United States, has entered the Hong Kong market for 25 years, operating 18 outlets as of today. For years, Outback has dedicated to building good reputation and honoring employee commitments of making Outback an excellent workplace that is filled with joy and for making money. The narrations of two interviewee employees manifested that Outback honors commitments, actively creates an excellent workplace, and embraces empathy.

Mr. Tony Lee, Managing Partner of Tai Po Mega Mall branch, has joined Outback for 10 years and has witnessed the company implemented people-oriented initiatives. First, I appreciated JobMarket presented Employer of Choice Award to us in recognition of the companys pursuance of belief in taking good care of everyone. We firmly believe that our companys success was underpinned by taking care of different stakeholders interests, from employees, customers, suppliers and to the society as a whole.

Tony continued that Outback treated every employee sincerely. It takes care of employees whole-heartedly like family members and stands in their shoes. We take pride to creating a workplace that is filled with fun and strengthening employee self-confidence and sense of belonging through motivation. Colleagues often help each other. Especially, our management team never slacks off but rather they will work with employees as a team, demonstrating teamwork spirit.

Training Paves the Way for Employee Growth
At the same time, based on professional judgement, management identify strengths of each employee for subsequent training. Training is important to every company therefore colleagues shall understand Outback is not just a place for work but also it offers opportunities for personal growth. When employees consistently receive training and get promoted, not only they can fulfil personal development aspirations, but also they enable the company for continual development and expansion.

Tony also shared his experience that training gave him a sense of satisfaction because through training he has been transformed from a new joiner just like a piece of blank paper into someone who can shoulder full responsibilities. Many of our management team members used to be rank and file. They continuously received training; in turn they shared their personal experiences to help the company to train new joiners. This way, they can realize personal aspirations and also support company expansion and development to achieve a win-win deal.

Speaking of sending appreciations to employees, Outback implements different reward initiatives, for example, the Best Employee will be elected monthly and annually. In fact, supervisors will extend appreciations, such as verbal praises, immediately to employees who perform well in daily routines. Through instant appreciations, employees affirm the behaviours are recognised and will continue to perform well consistently. 

Cheers for Career Advancement of Colleagues
Ms. Tong Leung (A-Tong) joined Outback as a part-time Kitchen Assistant 8 years ago and she is now Kitchen Manager of Tai Po Mega Mall branch, managing a team of 20 and the overall kitchen operation. A-Tong was grateful for the companys investment on her. She recalled when graduated, she has done some clerical jobs, but she found them not suitable, and at the end she returned to Outback as a full-time Kitchen Assistant. She was promoted to Kitchen Supervisor after one year and gradually accumulated management and maintenance knowledge. Progressively, she was promoted to Kitchen Manager and has been assigned to branch opening projects where she gained a lot of exposure.

A-Tong revealed what she liked the most were the working environment of Outback and the interactions between colleagues. In the past, the supervisors I used to follow were all men, I probably know what personalities male supervisors may have, while as a female kitchen head, I prefer to manage employees in a relax and humorous manner to light up everyone at work and facilitate communication. She also admitted that there were challenges in managing a kitchen team as employees have different characters and collaboration was required. Also, the company imposes strict requirements on food quality which she needs to ensure the team and herself to abide by.

When being asked about personal development aspirations, A-Tongs thoughts still focused on her team. She wished to pass on what she has learned to her colleagues and grow together. Looking back when I first joined the company, I received enthusiastic guidance from a lot of colleagues to become a kitchen manager today, therefore I hope we can all move up to another level. When I see my colleagues making progress or getting a promotion, I feel happy for them!