COMPANY BACKGROUND OF NANDO’S

The Nando’s story started centuries ago, when the Portuguese explorers set sail for the

East. The winds of Africa called them ashore and it was there that they were introduced to the

African Bird’s Eye Chilli – more commonly known as PERi-PERi. A spice like no other,

they used it to create a unique PERi-PERi sauce that put fire in their bellies and ignited

passion in their souls.

Right from the start, our two founders had great ambitions for their small business.

The next few years passed in a blur of long hours and hot kitchens. Riding on the back of

their food’s growing reputation, Robbie and Fernando opened a second restaurant, in Savoy,

North Johannesburg. And then another is always flying by the seat of their pants, taking risks,

feeling as though they could fail at any moment.

Nando’s PERi-PERi chicken was an immediate hit. It was a massive, global taste

sensation that the world could not and still can’t get enough of. Today, Nando’s continues to

offer the world delicious chicken in 1,200 restaurants across 30 countries. Nando’s is

especially popular in the UK, Canada, and Australia and it remains South Africa’s favourite

way of eating chicken.

From the very beginning, the founders wanted Nando’s to be more than chicken and

profit. Their slogan in the early days was “have fun and then make money” but always in the

right way, giving people opportunities and making a positive impact on their lives.

Linda Reddy, Supply Chain Director at Nando’s South Africa says the business’s

success can be attributed to a number of things: first and foremost, it’s the incomparable

chicken. It’s also the warm, welcoming, and hospitable culture of the business; the ambience

of the restaurants, the great value that Nando’s offers, and the entrepreneurial culture instilled

by its founders 29 years ago.

 The people who eat at Nando's believe that the difference is made by the Nandocas.

The HR director of the restaurant, Julia Rosamond states that, 'People want to value the

organization they work for and be valued in return.' The activities of the Nando's, its

development and the planning and the performance are discussed.

2.0 PERFORMANCE PLANNING

Employee’s Nando’s should have a thorough knowledge of the performance

management system. In fact, at the beginning of each performance cycle, the supervisor and

the employee meet to discuss and agree upon what needs to be done and how it should be

done. This performance planning discussion includes a consideration of both results and

behaviours as well as a development plan.

Results is refer to what needs to be done or the outcomes an employee must produce.

A consideration of results need to include the key accountabilities for which the employee is

responsible for producing results. A performance standards is a yardstick used to evaluate

how well employees have achieved each objectives.

For Nando’s the employers will assess their employees for the whole year, and if

there is any performance they will get bonuses. Nando’s also conducts staff surveys to

determine the effectiveness of employee performance. The employee will therefore be

rewarded more than the basic salary.

Nando's performance is measured by a 360-degree rating to convey the purpose of

highlighting the weaknesses and strengths of the people. It also helps in identifying the needs

of development areas.

Usually there are about 8-12 people where there are supervisors, team members, co-

workers, subordinates and customers. The training given to them depends on the assessment

and also depends on the learning system chosen by them.