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Streamlining Restaurant Operations: New Software That Has Revolutionized the Industry




The restaurant industry has seen significant changes over the past 15 years, particularly with the introduction of new software that has helped restaurants work more efficiently. With the use of technology, restaurants have been able to improve their operations, increase profits, and enhance the customer experience. In this article, we will discuss some of the new software developed for restaurants in the past 15 years that have helped them work more efficiently.


One of the most significant changes in the restaurant industry has been the introduction of Point-of-Sale (POS) systems. POS systems are software that allows restaurants to process orders, manage inventory, and process payments. The use of POS systems has streamlined the ordering process, reducing customer wait times and improving the overall customer experience. Additionally, POS systems provide real-time inventory management, allowing restaurants to better manage their supply chain and reduce waste. Examples of popular POS systems used in restaurants include Toast, Square, and Clover.

Online Orders

Another new software for restaurants that have helped restaurants work more efficiently is online ordering systems. Online ordering systems allow customers to place orders online, eliminating the need for phone orders and reducing wait times. This has been particularly important during the COVID-19 pandemic, as restaurants have had to pivot to take-out and delivery models. Additionally, online ordering systems provide real-time updates on order status, reducing the risk of errors and improving customer satisfaction. Examples of popular online ordering systems used in restaurants include Grubhub, DoorDash, and Uber Eats.

Inventory Management

Inventory management software is another new software that has helped restaurants work more efficiently. Inventory management software allows restaurants to track inventory levels, manage suppliers, and generate purchase orders automatically. This software helps restaurants manage their inventory more efficiently, reducing waste and lowering costs. Additionally, inventory management software provides real-time data on inventory levels, allowing restaurants to adjust their menu offerings and pricing accordingly. Examples of popular inventory management software used in restaurants include Jolt, Upserve, BevSpot, and MarketMan.

Scheduling Software

Employee scheduling software is also new software that has helped restaurants work more efficiently. Employee scheduling software allows managers to create and manage schedules, track employee hours, and generate payroll reports automatically. This software helps restaurants manage their labor costs more efficiently, reducing the risk of over or under-staffing. Additionally, employee scheduling software provides real-time data on employee availability and skills, allowing managers to create schedules that optimize employee productivity. Examples of popular employee scheduling software used in restaurants include 7shifts, Homebase, and Deputy.


Introducing new software has revolutionized the restaurant industry and helped restaurants work more efficiently. With Point-of-Sale systems, online ordering systems, inventory management software, and employee scheduling software, restaurants have been able to streamline their operations, reduce waste, lower costs, and improve the customer experience. As technology continues to evolve, we can expect to see even more software developed for restaurants that will continue to improve their operations and bottom line.

The idea of Bigtime Daily landed this engineer cum journalist from a multi-national company to the digital avenue. Matthew brought life to this idea and rendered all that was necessary to create an interactive and attractive platform for the readers. Apart from managing the platform, he also contributes his expertise in business niche.

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The Ultimate Guide to the Essential Social Skills in Business




Effective communication and strong relationships are essential for success in the workplace. One factor that can greatly influence these qualities is emotional intelligence, often abbreviated as EQ. EQ refers to the ability to identify, understand, and manage one’s own emotions, as well as the emotions of others. Research has shown that individuals with high levels of EQ are better equipped to handle stress, communicate effectively, and work collaboratively with others (Chamorro-Premuzic & Sanger, 2016).

Research has consistently shown that emotional intelligence (EQ) is an important predictor of job performance and success in the workplace. EQ is comprised of a set of skills that allow individuals to recognize, understand, and regulate their own emotions, as well as the emotions of others. In addition, individuals with high EQ are better able to communicate effectively, build relationships, and navigate complex social situations. As a result, they are often viewed as effective leaders and collaborators, and are more likely to achieve their personal and professional goals.

In fact, a number of studies have demonstrated the significant impact that EQ has on job performance and success. For example, one study of 85 upper-level managers found that those with higher EQ scores were rated as more effective leaders by their subordinates (Law, Wong, & Song, 2004). Another study of 151 employees found that those with higher EQ were more likely to be promoted within their organization over a five-year period (Carmeli, Brueller, & Dutton, 2009). These findings highlight the importance of EQ in the workplace and suggest that developing these skills can lead to significant benefits for both individuals and organizations.

According to a study conducted by TalentSmart, a leading provider of EQ assessments, EQ is responsible for 58% of success in all job types (Bradberry & Greaves, 2009). In contrast, IQ only accounts for about 4% of success in the workplace. This suggests that EQ is a crucial skill set for individuals in any professional field. Fortunately, EQ is a skill that can be developed and honed over time with practice and awareness.

There are several key components of EQ that are particularly important for success in the workplace. These include: 

Self-Regulation: This refers to your capacity to recognize and control your emotions. Sometimes treating them when they arise may be necessary. Understanding how to manage your anger is essential. However, it can also cover how to control the feelings you’ll experience.

Self-Awareness: This implies recognizing and understanding your own feelings. Do noisy places make you nervous? Do other people talking over you make you angry? Knowing these truths about yourself shows that you are working on your self-awareness. Being conscious of yourself is necessary for this phase, which can be more complex than it sounds.

Socialization: This category focuses on your capacity to manage social interactions and direct relationships. It doesn’t entail dominating others but knowing how to work with others to achieve your goals. This could entail presenting your ideas to coworkers, leading a team, or resolving a personal disagreement.

Motivation: Strong motivators include external forces like money, status, or suffering. Internal motivation, however, plays a significant role in Goleman’s concept. By doing so, you demonstrate your ability to control your cause and initiate or continue initiatives of your own volition rather than in response to external demands.

Empathy: It’s equally critical to be sensitive to others’ feelings. This may entail learning to identify different emotional states in individuals — for example, can you tell the difference between someone at ease and someone anxious? — but it also requires comprehension of how other people may react to their current situation. Empathy is one of the essential traits in business and business leadership.

A thought leader in this space, Michael Ventura has built a career advising organizations on the importance of emotional intelligence in the workplace. In his book, Applied Empathy, Ventura highlights the value of empathy in business and provides strategies for developing and applying this skill set. With two decades of experience as a leader, facilitator, and educator, Ventura’s work has made impact in with prestigious institutions such as Princeton University and the United Nations as well as corporate clients such as Google and Nike.

Through his work, Ventura advises leaders to focus on the development of EQ in order to help individuals improve their communication, collaboration, and leadership skills, ultimately leading to greater success in the workplace. Experts like Ventura continue to support the growing body of research on the value of EQ in business, and the evidence that organizations who invest in the EQ of their teams help to create a more empathetic and successful professional environment.

And it’s worth noting that EQ isn’t just important for individual success in the workplace, but also for overall organizational success. A study by the Center for Creative Leadership found that EQ was a better predictor of success than IQ or technical skills in the workplace, and that teams with higher levels of EQ tend to be more effective and productive (Boyatzis, Goleman, & Rhee, 1999). By cultivating a culture of empathy and emotional intelligence, organizations can improve their overall performance and create a more positive work environment for their employees.

In conclusion, emotional intelligence is a crucial component of success in the workplace, and individuals and organizations alike should prioritize the development of these skills. The ones that do not only develop a leading edge in their category, but also become a meaningful place to work for their teams. And in today’s rapidly changing talent landscape, the retention of highly capable, emotionally intelligent leaders is one of the greatest keys to unlocking success.


Boyatzis, R. E., Goleman, D., & Rhee, K. S. (1999). Clustering competence in emotional intelligence: Insights from the emotional competence inventory (ECI). In R. Bar-On & J. D. A. Parker (Eds.), Handbook of emotional intelligence (pp. 343-362). Jossey-Bass.

Bradberry, T., & Greaves, J. (2009). Emotional intelligence 2.0. TalentSmart.

Chamorro-Premuzic, T., & Sanger, M. N. (2016). Does employee happiness matter? Journal of Organizational Effectiveness: People and Performance, 3(2), 168-191.

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