As we operate a wide range of food-related businesses, employees have developed diverse careers. What is common to all jobs is that we strive to exceed customers’ expectations for UMAI! (taste good!). We assign employees and provide them with opportunities for personal development based on their abilities and aptitudes.
The Sushiro chain in Japan aims to achieve more than 320 million yen in annual average sales per restaurant. To achieve this target, at each restaurant the company employs and trains approx. 70 part-time workers and manages people, goods and money. Sushiro’s management believes the time they spend interacting with their staff members is as valuable as the time they spend serving customers. They have established a culture of improving the atmosphere of the restaurant through the united efforts of the entire team. Sushiro assigns employees and manages sales and profit in a way that enables them to provide services efficiently to more customers with the cooperation of the restaurants’ staff.
*Source: Fuji Keizai, Gaishoku Sangyo Marketing Binran 2022 (2021 statistics for kaiten zushi/conveyer belt sushi)
Kyotaru takeaway sushi restaurants offer a wide variety of sushi including Chakin Zushi, a regular product with 70 years of history, as well as Kamigata Zushi (traditional Kansai-style sushi) and Edo-mae Zushi (traditional Edo (Tokyo)-style sushi) which are gorgeous meals. Kyotaru employees operate shops in places that are accessible to diverse customers, including department stores and station buildings. They ensure customer satisfaction with hospitable services such as explaining products and recommending seasonal products.
At KaitenSushi Misaki, fresh ingredients (whole fish) from Toyosu Market are carefully cut into slices at each restaurant. At the restaurants, our sushi chefs prepare sushi and serve customers in front of them in the center of the conveyor belt area. It is a rewarding job because they can feel the joy of the customers up-close.
At Sugidama, spaces that are comfortable for anyone are provided based on the experience and feelings of the customers, workers, and restaurant managers, without depending on services. The operations of the restaurants are left largely to the discretion of individual restaurant managers, permitting them to create outside-the-box, one-of-a-kind restaurants. We also value traditional sushi culture, which features sushi chefs serving and interacting with customers vigorously while preparing sushi and cooking fish in the kitchen.
Employees in charge of this operation train new part-time staff members employed at new restaurants across Japan. They also take measures to stabilize the operation of new restaurants. Taking advantage of the work experience and skills acquired at existing restaurants, they contribute to the personal development of part-time staff members from scratch and promote the appeals of new restaurants to many people across Japan by communicating and cooperating with their colleagues.
Sushi is a dish that represents Japan, and employees in charge of overseas expansion share it around the world with the same level of skill, expertise, and quality as demonstrated in Japan. Because we operate the brands without changing the business models used in Japan, these employees can directly apply their experience running restaurants in Japan and their knowledge of operations acquired in Japan at overseas restaurants to solve issues faced there and improve operations. We find pleasure in providing overseas customers with a completely new experience.
The role of the headquarters is to support restaurants and shops operating all over Japan and overseas, so that they can focus their full efforts on exceeding customers’ expectations for UMAI! (taste good!). We desire to share good tasting food more widely around the world, aiming to be a global food service brand originating Japan. We will pursue environments where customers can spend time comfortably with peace of mind. Various departments which are proud of being teams of professionals work together to create restaurants that are accepted by local people.
We have a restaurant shop manager qualification exam and a qualification exam for other managerial positions. We confirm whether each candidate has acquired the knowledge necessary for the operations before deciding to promote them to their desired position.
We provide new employee training, lecture-based training, and on-the-job training at restaurants. These training programs permit employees assigned to various places to gather and communicate with each other on a regular basis.
We provide training on specific tasks that we want to strengthen in each area (customer services, cooking, etc.).
We provide employees with support (learning and financial support) for acquiring the qualifications required to be a restaurant manager and to obtain cook licenses.
Employees who fulfill qualification requirements are allowed to apply for jobs offered internally. This system allows employees to develop their careers based on their experience or take on challenges in new departments.
We have a system which enables employees to regularly submit requests regarding their current jobs or future careers. We consider transfers and the assignment of duties based on the content of these requests.
Through engagement surveys, employee pulse surveys, and other surveys, we investigate employee conditions, including employee’s motivation for work, and trust in the organization. We use this information to plan systems and propose improvement measures to create a better working environment.