We recently connected with Dennis and Sonja Johnson and have shared our conversation below.

Dennis and Sonja, thanks for joining us, excited to have you contributing your stories and insights. Can you talk to us about your team building process? How did you recruit and train your team and knowing what you know now would you have done anything differently?

We started from an idea and a desire to create something of our own. We had a vision of the kind of environment we wanted for our business, so we knew that we would have to be thoughtful in putting together a team that would help shape and flourish in that environment. We looked for team members who were customer centric, and team oriented, in other words, not thinking of only themselves.

We acknowledged the element of risk working in a start-up environment, and that it wouldn’t be for everyone. During our initial staff interviews, we addressed that head-on. We ensured that candidates knew that we had the full support of our franchise owners, and between us many years of business and leadership experience.

We continually strive to demonstrate the benefits of open communication and the value of team member and customer feedback. We stress that not all details are known from the beginning, rather that this is a process where we continue to learn and improve. We are delighted that we were able to identify leaders that are resilient in the face of ambiguity.

Our recruiting methods were no different than what others in our shoes would use. We used our networking contacts, national and local recruiting programs, and word of mouth to spread publicize. Our focus was more on getting to know the candidates and feeling comfortable that they would fit in the environment we envisioned. Our interview questions were geared toward the job description, but also about their experience and how that fit in with the culture we wanted for our team. Past experience is a solid predictor of future performance.

Dennis and Sonja, love having you share your insights with us. Before we ask you more questions, maybe you can take a moment to introduce yourself to our readers who might have missed our earlier conversations?

Starting a business after a full career in another field is somewhat unique. Sonja and Dennis both have extensive leadership experience, Sonja in Human Resources and Dennis in government. After many years of working for others, they decided that it was time to work for themselves. They did not have direct experience in many of the available business opportunities, so they decided that a franchise approach to ownership would be the best option.

There are many avenues to follow when searching franchises. One that was somewhat familiar for them both was the restaurant industry. Both had some ties earlier in life to restaurant work. They started searching for franchises in general and soon decided that owning a restaurant was the most viable option. The Bohemian Bull franchise was the option that they kept coming back to. After several introductory calls and a discovery visit, they decided to open a franchise and become the first location in Texas.

It did not take long to discover that the knowledge provided by the franchisor was critical in setting up and opening the restaurant. Checklists and suggested vendors made the setup much smoother that it would have been otherwise. The franchise also provided a unique menu of appetizers and entrees that would set Bohemian Bull apart from the local competition.

The franchisor provided recipes and menus that are standard throughout the company but encouraged the owners to create an environment that reflects the local community in Grapevine, Texas.

What’s been the most effective strategy for growing your clientele?

One of the early strategies that we employed well before the restaurant opened was to build relationships with our neighbors in the community.

Joining the Chamber of Commerce was an initial step toward building those relationships. The 5-star rated Grapevine Chamber welcomed us warmly and we had the opportunity to meet many of the other business owners and leaders in the community. Many of these contacts have provide valuable resources that we have been able to use. They continue to attend ribbon cuttings, Chamber gatherings, and meetings to increase their presence in the Grapevine community.

Nothing can replace face to face contact with potential vendors and customers. Sonja, Dennis, and eventually their management team spent countless hours visiting local residents, businesses, hotels, and schools to announce their opening and inviting every0ne to dine at the restaurant. This contact will also be valuable as neighbors and businesses plan meetings, happy hours, and parties. Being an active part of the community is essential.

Do you have any insights you can share related to maintaining high team morale?

Make sure you communicate clearly and provide employees with information they need to do their best work. Listen to ideas and feedback, especially those that have been in the industry for much longer. Provide immediate feedback, when necessary, rather than waiting for a later time. This will have a much greater impact.

Create an environment where everyone, customers and well as team members have a voice, and everyone is heard. Ensure that your entire management team is following that advice. Provide coaching when necessary to ensure that the environment is consistent.

Allow all employees to be a part of creating a venue and environment that customers and employees enjoy and feel comfortable. Remember that it is not just a business but also a vital part of the community.

Contact Info:

• Website: www.bohemianbull.com/grapevine
• Instagram: #bohemianbullgrapevinetx
• Facebook: bohemian bull grapevine, tx
• Yelp: Bohemian Bull Grapevine, TX