it $r -

• Tips on Recruiting and Retaining Quality Employees • Win $100 in Krystal's "Spot the Logos" Contest • Cash in on the Employee Working together Referral Program to achieve common goals #n|he Clock J ...a special se'ctitffFfor hourly employees Organized for Eyes on the Prize Success Win $100 in Yjrystal's "Spot the Logos" contest By Jim Richards, North region director of operations How many Krystal logos are in this edition of the Gazer? They could be anywhere.. .is there one in that t's 11 a.m. Do you know where your crewmembers are? picture? Or maybe there's one hidden in the text of As a professional restaurant manager, you know where that article? Some will be easy to spot; others will Iyour crewmembers are and what they are doing. take a keen eye to see. (Count all logos on the pages Being organized for success means that you are pre­ including in photos. Partial logos count.) pared for success. This means all details of your business: Guess the number of Krystal logos in this Gazer from pre-rush to post rush, from the stockroom to the correctly and you could win $ 100 and a Krystal "Bite dining room, you are prepared. If you run out of a particu­ Me" T-shirt. All hourly employees through Q.S.C. lar product during lunch you want to know why, because Specialists are eligible to win. Just fill out the form tomorrow you don't want the same thing to happen. and mail it in. We'll draw from all the correct re­ Being organized for success means that all restaurant sponses to see who will be the big winner! products are stored neatly in a thought-out manner. All restaurant personnel are trained where all products go and "Spot the Logos" Contest Entry on page $ Name:

Position: In This Issue

Organized for Success i Restaurant Number: On the Road to Success with Fred Exum I How many logos did you find? ©Fl the Clock ...a special section for hourly employees 4-7 Late Night Shift Work Has Unique Elements 4 T...E...A...M...Yeah! Team! 5 Please clip out this form and mail it in to Krystal's Goal-Setting: Not Just For Managers 5 Training and Communications Department, c/o Gazer Incentive Contests to Spark Employee Involvement 6 Editor, One Union Square, Chattanooga, Tennessee Service Award Program Redesiped 7 37402. Krystal will conduct a drawing from all Effective Recruiting Pays Off 8 correct entries to determine the winner. The winner Standards Assessment Program P 9 will be announced in the next issue of the Gazer. Customers Sink Their Teeth into KP-zooo Grand Oping 10 A Taste ofthe Nostalgic 12 Frozen Krystals Hit the Market 13 Huntsville #i Kins Employer ofthe Tear Award 1? Field Marketing Helps Build Long-lasting Sales 14 Breakfast with the Bosses 16 Krystal Franchisee Takes on Hurricane Georges 18 Krystal Gazer magazine is published by The Krystal Com­ Cartersville Krystal Serves Up Holiday Cheer 18 pany for employees and franchisees. New Employees and Promotions Please address all correspondence to: Krystal Gazer Attention all Krystal Employees! Training and Communications Department Krystal is making headlines all over the Southeast, and we The Krystal Building need your help to compile a clip file of all articles published. If One Union Square you see a newspaper or magazine article about Krystal, please Chattanooga, TN 37402 clip it out, then send it in to the home office or give to your supervisor to mail. Please send all clippings to: Dee Dwyer Editor The Krystal Company, ATTN: Phil Sanford Chris Gilligan ft,,..,.... Design One Union Square, Chattanooga, TN 37402 The Ait of Employment Too often the act of hiring crew persons takes the path managers, they are surprised of least resistance—the next person who walks in the door when those same new is hired. This poor procedure is made even worse by the people turn over. This failure to plan for turnover in the first place. The act of never-ending cycle results in good, experienced people employment turns into the art of employment with the leaving as well. Too often these managers try to solve addition of planning, training and attitude. Lets look at long-range problems with short-term solutions—a sure­ each one of these factors. fire recipe for turnover. Suggestions: (1) Every manager should PLANNING: The need for crew people is a basic require­ train constantly; (2) General managers should establish training ment in the restaurant industry. To write a proper sched­ goals for each manager; (3) Initial training should be scheduled ule, you must set a staffing level on each shift that satisfies during slow times; and (4) The restaurant must have an ongoing training plan. the service requirements established by business patterns. In other words, we need to have enough people on the ATTITUDE: Are people important to you? We may sell schedule to staff all the needed positions at all times. food, but we are in the people business. What is your Never forget: business determines how many people are to attitude toward your employees? Many times manage­ be scheduled. Other factors must also be considered. How ment adopts the attitude that people are expendable. This well trained and how skilled (efficient) are the personnel? Is attitude usually creates an atmosphere that is unpleasant a trainer needed at certain times? What is the likelihood to work in and filled with tension. Those managers never that all scheduled staff will show up to work? Are there succeed in creating an environment of trust and enthusi­ scheduled or special cleaning requirements? All these asm. Those stores are characterized by grumbling factors combine to determine a number that we would call employees and high turnover. Those employees never fully staffed. Suggestions: (1) Hire for your needs next month;smil (2)e and just endure the shift, waiting for a better job to Overstuff every shift—it is easier to send people home than comto gete along. Usually these managers will answer the them to come in; and (3) Position newer people with skilled people.question , "Why are you short?" with, "I can't find anyone TRAINING: Crew training is too important to be left to to work." On the other hand, an upbeat, enthusiastic, one person. Every management person has to train every cheerleading management team will create an environ­ hour, every day. There is no problem that will occur that ment where positive attitudes abound. Work becomes fun, better training could not have prevented. and that attitude carries over to the customers. Positive team attitude definitely creates a positive customer A successful training program begins with scheduling environment! enough time to properly train. Proper and complete training cannot be done under the pressure of a rush. Too On your road to success, let's work together to turn the many managers try to fill in gaps in the schedule by training act of employment into the art of employment—through new personnel during the rush periods. When I talk to these effective planning, training and attitude!

Organized for Success Continued from page i know how many Krystals will be sold at lunch. Why? Because we need to make sure we have the correct there is no deviation. Al workstations are organized and amount of Krystals ready at any given period during the stocked with the correct amount of product. day. This means being prepared for business. Being What is the correct amount of product? It is the prepared also means not having too much product, it amount of product that will be needed in the next two means having the correct amount. Humans are blessed hours. We do not need cups stocked to the ceiling; we do with great brains - we must use them. Think, plan, not need 500 Krystal boxes at the make-up station. We do prepare. The next rush is just minutes away; are you need enough mustard bottles cleaned and filled. We do ready? Do you know how many Chiks you'll sell? Do you need enough buns at each station. Overstocking is not a know many Pups you'll need for your sales during the next help; it is a hindrance and causes unnecessary waste. 30 minutes? Think, plan, prepare. The rush is almost here As professional restaurant managers we do need to ... are you ready? 3 0n the Clocks Late Night Shift Work Has Unique Elements

Late-night or third shift work is challenging for a number of reasons: <$? The first challenge is overcoming natural body rhythms. These are called circadian rhythms, which are natural body functions that cycle on about a 24- hour basis. These body functions include reaction time, body temperature, blood pressure, heart rate, sensitivity to pain, appetite, memory and others. People that travel long distances and change several If you work third shift on a regular time zones experience similar challenges to the body basis at Krystal, you probably re­ as they adjust to these circadian rhythms. This is commonly referred to as "jet lag." alize many of the unique features <%> Sleep is a particularly challenging part of late night of working late nights (and early work. First, the human body's natural rhythm is to mornings). If you only work third sleep at night when it's dark. This means you must become accustomed to not sleeping at night. And it shifts occasionally then you know also means becoming accustomed to sleeping during what a physical and mental chal­ the day. This typically means keeping the workplace lenge that can be. And if you've well lighted to help stay awake, while keeping your daytime sleeping area very dark. never worked a third shift, you've %? Another unique aspect of working late night is the been missing an opportunity to variety of customers. You definitely will not see a lot of experience how "night people" housewives and young children on late night, while you are very likely to see party-goers, college really live! students, truck drivers and other third-shift workers from other businesses. And as the night moves towards daybreak, you begin seeing early-risen on their way to work, hunters, delivery driven and so on. With all this said, there are many people who prefer working late night shifts. For whatever reason they began working late nights they have become the ewJttWtf accustomed to it, their body rhythms have adjusted, and their social or personal life has adjusted as well. ..a special section for hourly employees T...E...A...M...Yeah! Team! Bring a group of people together to work to­ obligation to referee the rules for each team member. Of course, a team wouldn't be a team without players. wards a common goal, and all of a sudden you The players must be properly selected, properly trained have a TEAM. Well, maybe not quite that easy. and properly coached so that they apply the rules correctly to achieve the agreed-to goal or goals. Of course, having a common goal is a critical ingredient The last common ingredient isn't always as obvious as for a team to be successful. Just imagine a baseball team the first three. Even teams with the worst records have where some of the players' goal was to score the fewest goals, rules and players. The best teams — the winning points ofthe two teams while other team members wanted to teams — the high results teams — have positive atti­ score the most points. That probably wouldn' t work too well, tudes! There is an inner spirit that drives these team to say the least. players to be their best, regardless of the circumstances. Another common ingredient of successful teams is There is continuous cheerleading within the team to do ground rules. Ground rules create the limits of the game better, get better, be better. What will make a good team a and define how the game is to be played. It is very great team is attitude. What will inspire new team members important that the ground rules be published for all team is attitude. What will drive a team to be at the top of their members to know, understand and agree to. It is also game is attitude. important for the ground rules to be monitored or refer- So, where is your team? How is your team doing? Take a eed. This means that if someone breaks a ground rule, common goal, agree to the ground rules, select and error is called. In the world of work, effective teams are train the team members and stir in positive attitude. self-policed, where every team member has the right and Your team will be a winner! Goal-Setting; Not Just For Managers oal setting is often thought of as something only speed of service while taking and filling orders at the managers do, but really setting goals is a technique we drive-thru window!" Or, "When I finish my shift tonight, my Gal l should use and can benefit from. work area is going to be absolutely spotless!" Or, "My Actually, we all do set goals. But most of those goals personal goal today is 100 percent customer satisfaction!" have to do with routine things like what we want for dinner Or, "Today I am going to become proficient at Krystal Chik or what movie we want to see. The really important goal preparation!" setting has to do with goals that can make a big impact on Of course, setting the goal for a desired outcome must how well we do at our job, or even changing our vocation be closely followed by making a plan to get there. But that or career direction. will be the goal for another Gazer. Someone once said, "If you can dream it, you can do it!" Well, coming up with the idea is the first important step, but realizing that dream or idea requires that you set goals. The goals define the specific outcome that you want to achieve; they crystallize the dream into measurable units. An example? The dream; graduate from college. The goal: receive a bachelor's degree in hospitality management from Georgia State University by June 2002. Goal setting is important at your job in the restaurant, too. While your management team has goals, each employee can have goals as well. "Today, I am going to average 30-second i 1 ©n the Clock Cash in on Employee Referral Program Earn up to $500 for Bringing New Hires to

Restaurant employees; want an easy way to earn extra cash? Just refer quality applicants to Krystal and reap the benefits! Al restaurant employees, from hourly to management, can earn bonuses through Krystal's Recruitment Referral Bonus Program. If the new hire you refer to Krystal completes training and remains with the company for 90 days, you earn a bonus. It's that simple! Why does Krystal offer the program? "Because we want more outstanding hires. And if you're a good employee, you're going to refer people who mirror your own work habits," said Bob Stewart, director of field human re­ sources. Here's how it works: • IF YOU REFER AN HOURLY EMPLOYEE: you earn a $25 bonus if the new hire remains with the company for 90 days. Depending on staff levels and immediate needs, the bonus can be increased and the qualifying period short­ ened subject to DAO approval. • IF YOU REFER MANAGEMENT (up to general managers): you earn a $500 bonus if the manager successfully com­ pletes training and remains with the company for 90 days. So if you know someone who would make a great addition to the Krystal team, tell your supervisor today! Look for posters on restaurant bulletin boards for more information about the program. Incentive Contests to Spark Employee Involvement

eginning with the Gift Certificate Sell-A-Thon sales may be used as the awards for the winning employees. contest in November and early December, Krystal The intent is to provide variety in both the type of con­ Bemployees should anticipate different contests each tests and the type of awards. quarter designed around current marketing and advertis­ Incentive contests are but one way to encourage ing efforts and other menu restaurant-focused efforts. employee involvement in providing better service to our The contests will be structured so that all employees customers. Ultimately, the key factor is creating teamwork. of a winning restaurant will receive the awards for that Employee training, effective supervision, contests, particular contest. For example, the Gift Certificate Sell- communications and other techniques and processes A-Thon provides a cash award to each restaurant em­ should all result in better teamwork among the employees ployee for the restaurant in the district that sells the and management. Contests create a goal or focal point for most gift certificates. employees to focus their energy and efforts, plus provide Cash awards are not the only type of award planned a reward if the goals are achieved. That effort, if to be for future contests. Gift certificates to various retail successful, requires teamwork. companies such as Service Merchandise and actual gifts Good luck with the next employee contest! 6 ...a special section for hourly employees Service Award Program Redesigned

Catalogue offers new, quality-focused items The award catalogue is now stocked full of quality merchandise including watches and other jewelry, luggage, Krystal's Service Award pro­ fine writing instruments, clocks and gram is being redesigned and other timepieces, crystal, stemware, stainless flatware, electronics and beginning in the second quar­ photography equipment. ter of 1999, Krystal employ­ Starting with the 10-year awards, ees celebrating major mile­ employees can also choose from a selection of classic Krystal rings stones with the company will custom crafted out of gold and have an updated, enhanced diamonds. Custom jewelry carries a 100 percent lifetime guarantee. catalogue of awards from "Krystal is committed to providing a which to choose. quality service award program to our employees so that they have some­ Not only are the awards better thing meaningful that they can cherish than ever, the process for receiving for years to come," Terry said. Now all awards has been streamlined to of the awards offered - each bearing make it easier, too. the Krystal logo - offer employees The lapel pins currently awarded to pieces that reflect the importance of employees celebrating one year with their distinguished service. Krystal will not change. However, Along with new products, a new toll- awards for five, 10,15 and every five- free telephone number has been year anniversary thereafter have been added to the program so employees improved with a better selection of can check on the status of their items and a focus on quality and awards. service, said Terry Matthews, director Every Krystal employee is eligible to of employee relations. receive a service award after complet­ "We want to make sure the quality ing one year of consecutive service of awards we offer is high," Terry said. with the company and upon comple­ "The people who work for you a long tion of every five- time deserve the recognition for the year anniversary dedication and service they've shown afterwards. over the years."

"The people who work for you a long time deserve the recognition for the dedication and service they've shown over the years." —Terry Matthew, director of employee relation! Effective Recruiting Pays Off Follow These Tips for Attracting and Retaining duality Hires

"If you start with good managers ers to you. "If you find a great says. "Al too often the interviewer person, they know a great per­ does all the talking and doesn't and give them the best possible son," says Cliff Johnson, Krystal get any information from the per­ training, the results will be better field recruiter for the Atlanta area. son. Be prepared in advance, lis­ operated, more profitable restau­ The Recruiting Referral Bonus Pro­ ten, ask probing questions and gram (see related story on page 6) follow up with reference checks." rants with low hourly turnover; low is a great way to reward existing • Show a genuine interest in the turnover is in itself a big savings." employees for bringing on quality candidate. "Many times we send new hires. a message that 'you're not impor­ This quote from Krystal's Manage­ • Be fair and comply with all tant, '" Bob says. "Your attitude and ment Recruitment and Selection legal guidelines. Refresh your­ behavior should reflect that they Manual is powerful: in essence, the self on Equal Employment Oppor­ are the most important person at key to successful Krystal restaurants tunity (EEO), Americans with Dis­ that time." This mentality not only is to simply start with good people. abilities Act (ADA) and other state, enhances your success at recruit­ But how do you recruit and retain federal and company legal guide­ ing good hires, Bob says, it also good people? lines concerning hiring and em­ enhances your chances of keeping Recruiting good people can be an ployment. them. "Chances are that if you artform, but it's something most • Tap into recruits' value sys­ can't do that during the interview, people can learn to do. Krystal's tems. "Studies show that the top you're not going to be able to do Management Recruitment and five things people value are first that once they are working for you." Selection Manual offers some great wages, then job security, promo­ • Once hired, offer a thorough insight into the recruitment and tion and growth, interesting work and effective orientation. "A retention process. But Krystal's and having others fully appreciate thorough orientation establishes Human Resources staff has some the work they do," Bob says. "You a bond among the person, restau­ insight to share, too. Here are some need to know what they value and rant and company," Bob says. tips to ensure you recruit and retain make that a reality within your par­ • Follow up with quality training. the best of the best: ticular restaurant." Effective training can make or break • Begin by forecasting what your • Explain the benefits. In such a a new hire. Most people want to do needs are. Use a forecasting tool competitive job market, applicants a good job, and offering quality to determine what positions you are very concerned with a poten­ training ensures they are knowl­ need filled, what skills are required tial employer's benefits package. edgeable and that you can hold and how you will train new hires, Take the time to thoroughly ex­ them accountable. plain Krystal's package and excite says Bob Stewart, director of field By following these tips, the costs candidates about working for human resources. Effective recruit­ associated with bad hires can be Krystal. ing cannot happen until these greatly reduced and retention steps are complete. • Don't shun walk-ins. Never view improved. Bob says if you follow his • Use recruiting sources cre­ walk-in applicants as an inconve­ "equation for retention," you'll have a atively. Instead of contracting with nience. "Keep in mind that if you're sure-thing formula for success. a fee-based recruiting source that too busy to talk to them, your "Here's what equals retention: hiring can blow your budget, try no-cost competitor down the street won't the best, thorough orientation and sources like churches, trade be," Bob says. training, fair and honest treatment, schools and community organiza­ • Hone your interviewing skills. and holding [employees] account­ tions. And one of your best re­ "Keep in mind that interviewing is able. That will then equal consistency cruiting sources can be found in­ 80 percent listening. The more in­ of operations, and good operations side your own restaurant ... ask formation you obtain from your equal top line sales and bottom line your top performers to refer oth­ candidate, the better decision you profits." will be capable of making," Bob Standards Assessment Program Q&A

Krystal's Standards Assessment Program generates A: New candidates for assessors come from restaurant operations. Currently, assessors are chosen from the useful information on restaurant standards - and a ranks of general managers, but in the near future they lot of questions from the field. Many employees still may also come from district supervisor ranks. It is have questions about how the program works, how to important that the assessor has a working knowledge of restaurant operations. They must know not only use/benefit from the assessment scores, and even what the standards are, but also how to accomplish how to become a member of the team. The following them in "the real world." DAOs and/or human Q & A is designed to help you better understand what resources personnel recommend additions to the team. Assessors are selected based on their people the program does and how it is structured. skills, training abilities and the ability to meet the Q: What is the Standards Assessment Program? position's travel requirements (assessors spend an average of two to four nights per week "on the road"). A: The program offers a way for Krystal to verify restaurant compliance with operational and admin­ Q: How long does an assessor stay on the team? istrative systems and ensure quality customer A: Once assessors are selected, they spend a minimum service. Assessments are conducted in each of six months and a maximum of 18 months on the company and franchise restaurant once per quarter. team. Q: How does the Standards Assessment Program Q: How are assessors trained? benefit restaurants? A: New assessors spend two to three weeks completing A: The program has two main benefits. First, it helps assessments with current team members and the operations management improve the standards in program manager. They then begin doing their own their restaurants by providing them with a fair and assessments and are followed up by the program accurate assessment of their restaurant's compli­ manager. Additionally, each quarter the team gathers ance with company guidelines. Also, the assess­ for "calibration" exercises. ments gather information on the best practices of a Q: What do assessors do at the end of their 6-18 particular restaurant achieving high standards and months? then share it with other restaurants to use. A: For the most part, all assessors will cycle back into Q: Why are standards assessments done without restaurant operations. A position on the team does warning? not directly put anyone in line for a promotion to A: Standards assessments are unannounced; in other district supervisor, but the training and experience words, restaurant management and crew do not received are definitely a plus. The job of an assessor know an assessment is scheduled for a particular strongly develops the ability to evaluate restaurant day before it occurs. While this sometimes causes operations and solve problems. It also offers the confusion or irritation to some at the restaurant opportunity to work with many different management level, performing a standards assessment with no styles and personalities. One thing the position does notice is the best way to gather a true and accurate not offer is the opportunity to build and manage a account of the practices of the restaurant, opera­ team. Those are skills that must be developed and tionally and from a cleanliness perspective. If staff honed in operations. knew beforehand, there would be a tendency to Q: Why would I want to be an assessor? "put on a good show" for the assessors. However, A: Good question. Unlike operations duties, assessors this way, the assessors gain a glimpse into what it is have a more flexible schedule and don't "work" truly like day-to-day in a particular restaurant, giving second or third shifts and not many weekends. On the company and restaurant management accurate, the other hand, assessors are away from home and solid information with which to plan and implement traveling a lot during the evenings and sometimes on changes. weekends. Each assessor has 45-55 restaurants they Q: How many assessors are there? must cover each quarter (number depends on travel A: There are currently eight assessors. As Krystal builds time between restaurants). The main reason employ­ more new restaurants in 1999, more assessors will ees should want to spend time as an assessor is to be added to keep up with the growth. "round out" their skills and better equip them to grow Q: How are Standards Assessors selected? in an operations position. Customers Sink Their Teeth into KP-2000 Grand Opening

Krystal Eating (ontest Raises Money for Charity

The Chattanooga free Press team downed u Krystals in 60 seconds to claim the $5,000 prize for their charity, the ^af/terChristmas Fund.

he first ever Krystal 60-Second Krystal's first KP-2000 restaurant celebrated its grand Challenge kicked off the festivities opening Oct. 31 with an event customers could really sink Tto formally open the KP-2000, located or Lee Highway in Chattanooga, Tenn., to the their teeth into. public. The restaurant had already been in operation for several weeks enjoying great sales and positive comments from custom­ ers, but the contest - and the waving Krystal Krystal employees Mike Bass and Nancy Hoover (far right) with M. Communications' Danna Bailey employees wearing Krystal Box costumes - (center) cheer on the contestants as they battle to swallow the most burgers in 60 seconds. gave customers a unique reason to stop by. Five teams of three people competed in the 60-Second Challenge category for local media personalities. The media group competed for a $5,000 donation to their favorite charity. The winners of the consumer division had more to gain person­ ally from the contest. Two teams competed for a $1,000 cash prize to the group that could stretch their stomachs the furthest and swallow the most Krystals in a minute. Not bad ... $333.33 for each team member for a minute's work. empty Krystal boxes. Dog" Robert O'Donnell, who ate three Contestants stopped by the tent next The Chattanooga Free Press team - Krystals for his team as did co-worker to the KP-2000 to check in, don a Krystal Bear Vinson, Tony Ferguson and Jamie Gass. The "ringer" for the team, "Bite Me!" T-shirt and take a last minute Michelle Ferguson, all employees at the Tony Shrum, ate six Krystals to help win look over the rules. The rules included afternoon local newspaper - won the the $1,000 prize. several gastronomic guidelines like half- media contest for eating a dozen Contestants and audience members eaten Krystals didn't count towards the Krystals. Their $5,000 prize was stayed to mingle after the contest was final score, anything left in the contes­ awarded to their chosen charity, the over; some then made their way into tants' mouths at the buzzer must be Free Press Christmas Fund. the restaurant for just a few more swallowed, etc. burgers. The two consumer teams took the At 2 p.m. the seven media teams stage next. But when the buzzer began competing in two heats before a sounded, both teams had eaten 12 standing-room only crowd. The teams Krystals. The winner was decided by an stepped onto the stage, took their estimate count each team had written places at their tables and stared at the on their registration form. The "Big Krystals stacked before them. "Are y'all Dogs" guessed they would eat exactly ready to eat?" asked Master of Ceremo­ what they did - 12. The "Rascals" shot nies Roger Moss. "Let's do a pre-contest high at 35, thus losing to the opposing workout ... that's right, move those team. mouth muscles!" The countdown timer The winners say luck had nothing to was set at 60 seconds and they were off. do with it. "We work across the street, What happened next wasn't a so we bought a bag of pretty sight. Krystals last week, Krystals everywhere, people took them back cheering, teams pushing to our break themselves to swallow room and Chattanooga Mayor Jon Kinsey cuts the ribbon to officially open just one more burger timed the Lee Highway Krystal. From left are Dewey Brown, service (minus the pickles so our­ associate; JeffKrause, director of Krystal's KP-2000 project; no one choked, of selves," Kinsey; Tim McDonald, general manager; Marty Rutherford, course). It was over said Chattanooga city councilperson; and Minnie Weams, in a flash, with "Big breakfast supervisor. each team still chewing as the officials counted up the A Taste ofthe Nostalgic Chattanooga Krystal Hosts 25th Anniversary Dinner

[hen Ric Rose began to plan a using carefully-saved napkins 25th wedding anniversary from their wedding celebra­ I celebration for his wife, he tion. wasn't sure what to do. But looking As Ric walked to the counter Chief Executive Officer Phil Sanford poses with the Roses on their special night. back on his wedding night, he to get a few more Krystals, he decided to recreate the romance of passed George Mares and a group of Roses were very touched that he that evening.. .which started with a district supervisors with his thumbs would take the time to visit. "Wow! I dinner at the Broad Street Krystal in up, saying, "Way to go! You guys did have always been a big fan of Krystal, Chattanooga, Tenn. great!" but I never expected we'd meet the Ric soon sent an e-mail to The Born in Chattanooga, Cathie said owner!" Cathie said. Krystal Company asking for permis­ Krystal has always been a part of her The couple posed for several sion to have a special dinner there family tradition. "My mom and I used photographs during the evening, with his wife, Cathie, on Nov. 2. "We to eat every Saturday at the down­ which Cathie said would fill up the were only 19 when we were married town Krystal," she said. "It was a 25th wedding anniversary album she and had not planned anything really ritual; this is so much a part of our had just purchased. "When my special for dinner the night we were culture." friends asked where we were going married, Nov. 2, 1973," he wrote. "We The evening became even more for our anniversary dinner and I told were in love, wanted to get married them Krystal, they just stared," she and love Krystals so we ate at the special for the couple when Phil Sanford stopped by to say hello and said, "fust wait until I show them the Broad Street restaurant the night we pictures." were married." wish them a happy anniversary. The Krystal Chief Executive Officer Phil Sanford okayed Ric's request and soon Ric was making plans for a night of romance. Director of Area Opera­ tions George Mares, the Broad Street Krystal crew and even home office staff got in on the planning of the event. The Roses, who now live in Altamonte Springs, Fla., arrived at the Broad Street Krystal just after 7 p.m. Cathie, expecting just a "regular" visit to the restaurant, was shocked to find a corner table reserved espe­ cially for her complete with a table­ cloth, candles and a bouquet of flowers. Krystal staff had also arranged for some nonalcoholic champagne and soft jazz playing in the background. The couple celebrated quietly over Cathie and Ric Rose pause during thier anniversary toast for a picture. Ric contacted The Krystal Company about making the couple's a dinner of Krystals, fries and Cokes, 25th anniversary special for his wife, Cathie... starting with a dinner at the Broad Street Krystal, where they ate on their wedding night.

12 Frozen Krystals Hit the Market Grocery product sales expected to sizzle [hen you're driving around town, there's nothing product.. .they do not better than stopping by your local Krystal for a hot "cannibalize" restaurant sales (i.e., burger. But what about when it's lunch or dinnertime, take sales away from restaurants). you're settled in at home, and you get that Krystal In fact, in markets where the frozen craving? Go take a look in your... FREEZER? Krystals were test marketed, That's right. Now grocery shoppers can find their restaurant sales actually increased! favorite small, square hamburgers in the frozen food aisle While it's hard to say if the frozen product helped of their local supermarket. increase sales directly, anything Krystal does to get its The new venture for The Krystal Company offers a six- brand in the spotlight helps keep Krystal in consumer's pack of frozen Krystals or Cheese Krystals to shoppers minds. "This product will pave the way to expand the who want the convenience of eating Krystals at home. The Krystal brand. It doesn't mean lower restaurant sales, it frozen products were tested in several Alabama and increases them," said Chief Executive Officer Phil Sanford. central Florida markets before being rolled out in 10 "When people see our brand, it builds strength for our brand. Awareness of Krystal is higher." Southeastern states in September. Frozen Krystal packs can be found in the frozen food The new product line is beneficial to the growth of The aisles in large Southeast grocery chains including Winn Krystal Company in several ways. First, frozen Krystals will Dixie, Kroger, Albertson's and Wal-Mart. And while the help build brand awareness in existing Krystal markets. frozen counterpart of the famous Krystal is expected to do Second, offering Krystal products in grocery stores will well, Krystal officials don't want the grocery product to help familiarize shoppers with Krystal in areas where no ever take the place of the fresh, hot off the grill item. restaurants now exist. This will also help build the Krystal Since the grocery product is targeted to home use, there's brand in advance of expanding our restaurant areas to a market for both. new cities and states. "There are differences in the product, and consumers " [Frozen Krystals] will help spread the brand geographi­ realize that," said Gordon Davenport, vice president of cally quicker than we can build restaurants," Gordon said. marketing. "Our main focus is our restaurant business. The While the initial rollout of the product was concentrated to frozen product just serves a different need. We wouldn't the Southeastern states, if sales perform as expected do this if we thought we would lose one single burger sale frozen Krystals could be released nationwide. in our restaurants." So the next time you're shopping in your favorite That's the most amazing thing about the new grocery store, take a look in the freezer section and take home some Krystals for a snack or dinner! Huntsville #2 Wins Employer ofthe Year Award

he Association for Retarded Dunn received the agency's Em­ Citizens of Madison County (ARC) ployee of the Year award for her hard Trecently awarded the Huntsville, work and effort. "She works from 11 Ala., Krystal on North Memorial a.m. to 1:30 p.m. Monday through Parkway its Employer of the Year Friday as our dining room hostess," Award for helping one of the he said. "She does a great job, talks agency's clients reap the benefits of with customers and keeps the dining employment. room very clean. She's a pleasure to have at work every day and loves Penny Dunn, a woman with Downs coming to work ... she's just a little Syndrome, has been working at ray of sunshine." Krystal for about seven months now General Manager Tim Edge and ARC Employee ofthe Year and doing a terrific job, said Tommy Dunn and Krystal received certifi­ Penny Dunn proudly display the Huntsville Krystal's Employer Hogue, Huntsville district supervisor. cates in honor of their awards. ofthe Tear award. V Field Marketing Helps Build Long-Lasting Sales Additions to Staff Generate Awareness at Local Level

dvertising, promotional offers, contests and other But the marketing effort goes even further to reach each incentives are great marketing tools Krystal uses to community in which Krystal restaurants are located. Local Aquickly drive sales in our restaurants. But now The marketing coordinator positions have been developed to Krystal Company has a field marketing staff that helps build the bond between individual restaurants and the restaurants establish a bond with their local communities, people - potential customers - who live in that commu­ affecting sales from a long-term standpoint as well. nity. The field marketing aspect of Krystal's overall marketing Two new hires have filled the first local marketing effort helps divide the company's sales area into more coordinator spots. Amy Rae Reese focuses on the Knox­ manageable pieces, said Rick Appell, director of field ville area, working closely with Knoxville's director of area marketing. And by putting an emphasis on marketing at a operations, district supervisors and franchisees; Carole local level, restaurants are able to make better business Hinton now works closely with counterparts in the Atlanta decisions, be more effective and maximize their sales. market. Krystal anticipates hiring more local coordinators "Good sales building is a long-term sales approach," Rick for other areas in 1999, according to Rick. said. "Our focus is not just to punch sales today, but to do The local marketing coordinator positions have given the things that build relationships and sales over time." Krystal an edge in spreading Krystal's message in the local While importance is still given to the well-known arena, said new hire Carole Hinton. "Many GMs have a marketing efforts through television, radio and media great knowledge of their communities, but without this relations, the field marketing approach builds the Krystal new position there was no way to use this information to brand through local tie-ins with other companies and partner with other businesses and reach the community. community agencies, customer-focused contests, com­ Now we're the liaison between the GM and the commu­ munity relations and local special events. nity, working hand in hand to reach and retain loyal The field marketing staff includes two field marketing customers," she said. managers whose areas of focus are aligned with the And while the effects may or may not be immediate, company's regional directors. Billie Chappell is manager of they add up to increased sales and a positive customer field marketing for the South region; new hire Alice Alley, impact over time. "My personal goal is to create a relation­ who joined the company in October, is now field market­ ship with GMs so they look at marketing not as a magic ing manager of the North region. Continued on page 15 Krystal Celebrates Boo at the Zoo

Thousands of children were addition to the buckets, kids were treated to Krystal Halloween given a scary witch coloring sheet buckets, coloring sheets and Buy that included a Buy One Get One One Get One Free coupons on Free coupon and a sheet of stickers Krystal Night Oct. 27 at Knoxville's for decorating their Krystal buckets. Boo at the Zoo. This was the Knoxville Zoo's 12th Two volunteers clad in Krystal annual Boo at the Zoo and Krystal's Box costumes and T-shirts along third year to sponsor a night of with Dottie Berry, Knoxville West activities. For the five nights leading district supervisor, and Amy Rae up to Halloween, the zoo is trans­ Reese, local marketing coordinator, formed into a safe trick-or-treat handed out more than 1,000 haven where families can enjoy a Krystal volunteers pose with a Boo at the Zoo visitor during Krystal buckets as children filed wide variety of Halloween sights and this year's Knoxville Zoo Halloween celebration. More than into the zoo with their parents. In sounds. 15,000 children and parents visit Boo at the Zoo every year.

14 Field Marketing Continued from page 14 pill, but as another strategy to increase their sales," Carole Customers Flock to "Kiss" at Krystal said. Amy Rae uses the hands-on approach to educate consumers about the great tastes they'll find at Krystal. "If Ray Morgan, Atlanta East-B district supervisor, I find out someone hasn't had a Chik, I buy (him or her] enjoyed his first live radio remote in late August when one," she said. "I've taken a sackful to local radio stations Krystal teamed with Kiss 104.7 radio during the and other remotes, which helps spread the word and introduction of Krystal Chiks. generate customers." It was a big day for the Atlanta Krystal on Jimmy While part of the field marketing effort focuses on "off- Carter Boulevard because the radio remote helped premise" promotions and community relations, the staff bring 104.7's listeners - potential Krystal customers can also help drive sales from inside the restaurant. The - into the restaurant to try the new product. After­ new positions enable Krystal to be more involved in noon radio personality "Larry" livened up the day as promotions as it relates to execution, offering valuable customers called in to the station to win great prizes, assistance to general managers. The field marketing staff then came in to the restaurant to register to win assists restaurants in using point-of-purchase materials Krystal T-shirts, hats and other gifts. effectively to get the biggest "bang" for Krystal's advertis­ "The radio remote being scheduled during the Chik ing and promotions dollar, and helps communicate with introductory period provided additional brand customers at the all-important point of sale, Rick said. awareness over and above our regular radio and Whether it's building the Krystal brand through commu­ television spots," said Billie Chappell, field marketing nity awareness or helping employees learn to maximize manager for the Atlanta area. "This was a way to get add-on sales inside the restaurant, the local marketing customers physically on our lots to taste our prod­ effort is proving valuable and worthwhile. Look for articles ucts and win some great prizes, adding that extra inside this Gazer concerning how local marketing is getting tangibility to the new product introduction." the Krystal brand noticed and bringing customers into our restaurants.

Kid's Club Contest Winner mercials aired on the station, Joe Kellogg's Rice Krispy Treat for Cool, a young, quirky character dessert. Enjoys Party at Krystal dressed in white pants, tennis shoes, Everyone that registered for the a Hawaiian shirt and sunglasses, told contest received a Joe Cool Kid's kids how to sign up for the contest Club Kit containing a Krystal and become the lucky winner of a bookmark, a Krystal Buy One Get Krystal party for 20 guests. One Free coupon, Joe Cool sun­ Scott Beeler, his brother Steele, glasses and a Joe Cool Kids Club other family members and friends Card. "We received about 1,350 arrived at the Krystal on Oak Ridge responses over a three-week drive," Turnpike Oct. 29 to claim their prize. said Local Marketing Coordinator The entire group dressed as their Amy Rae Reese. Although there was favorite ghost or goblin just for the no purchase necessary to register, occasion. General Manager Faye Reese said the Buy One Get One Gaddis draped the restaurant with Free coupons given away should One lucky Oak Ridge, Tenn., spider webs, spiders and orange and drive many return visits to area youngster recently won a party at black balloons, and scary pumpkins Krystal restaurants. the local Krystal for his whole hung from the ceiling while the family as part of the Krystal/WB20 partygoers dined on Krystals, fries loe Cool Kid's Club Registration and Cokes. Contest. Joe Cool entertained the crowd by Krystal and Knoxville television autographing pictures and teaching station WB20 (Warner Brothers) them Halloween songs while the teamed up for the contest, using WB20 crew filmed the event. Each WB20 children's personality "Joe guest received a Krystal Halloween Cool" as spokesperson. In com­ WB20 personality Joe Cool poses with Kids Club Registration bucket filled with goodies and a Contest winner Scott Beeler (second from right) and friends.

15 Breakfast with the Bosses Employee Meeting Offers Tear in Review

ome Office employees recently The break­ got a chance to eat great Krystal fast also gave H food, mingle with their coworkers and hear company Krystal staff a executives Phil Sanford and Fred Exum offer their insights chance to try Phil Sanford and Fred Exum served a menu of food and on the first year of the "new" Krystal Company. new food information to Krystal home office employees in September. Sept. 23 marked the first "Breakfast with Phil and Fred," products like just three days before the one-year anniversary of the the lighter, sliced biscuit, thicker, more flavorful bacon purchase of Krystal. The meeting offered all employees an and juicier, spicier sausage, all recently rolled system overview of the changes Krystal has made in the last year wide. Krystal Manager of Quality Assurance Kathy Miller - and what challenges still lie ahead. gave a brief explanation of the changes made to improve taste and quality and to improve operations; all "If we could have packed much more into a year, I don't of this equals faster speed of service and improved know what month we would have done it in," said Krystal taste for our customers, she said. Chief Executive Officer Phil Sanford. But without change, he said, we all become static and cannot continue to Noting that food quality is one of the most important improve. attributes of Krystal, Fred compared the menu changes and other company changes to "honing a nail." "The Krystal President Fred Exum agreed. "We will become devil's in the details," he said. And those details add up better tomorrow than we are today in everything we do," to the big differences between Krystal and our competi­ he said. "We have to be better every day than the next tors. "There's a little bit of difference in that biscuit that guy. So what can you do? Do your job and do it well every makes it a little bit better than what we (previously had] day, and this company will be something we can all be and what our competition has," he said. proud of." The meeting also allowed Fred to speak about his vision for the newly implemented KP-2000 Krystal restaurant. "This new restaurant is our future," he said. "For the first time, we have a way to serve everything we sell quickly, with quality, etc....so our customers say 'WOW!'" While home office employees are not on the front lines serving customers, they must do their part to ensure "WOW Service" as well. Phil charged t home office staff to do their part to continually support the restaurants. "Let's face it. We don't sell any hamburgers here [at the home office)," he said. "So how do we fit in? It's our job to support the restaurants in an efficient manner." Everything Krystal employees do every day must help the company continually grow and improve the Krystal brand, Phil said. "My personal objective is to grow the brand, polish the brand and make it the most respected in the food industry," he said. After breakfast, Chief Executive Officer Phil Sanford explains his "formula for success" to a full Krystal crowd.

16 Dawg-gone Good Sports

Krystal's new Controller Edd Morrison got a quick introduction to Tennessee Orange Coun­ try when he signed on with the company. From his first day Edd made it well known that he was a rabid Georgia Bulldogs football fan. One thing quickly led to another and before long Edd and fellow accounting staff member and Bulldog supporter Sandra Owens were chal­ lenged by accounting's Tennessee loyals Clay Buckner and Larry Bentley to a friendly bet. It was agreed that the losers of the Tennessee/Georgia football game would wear the winners' team colors on the next casual day. After Tennessee's sound whipping of the Georgia pups, Edd and Sandra sadly donned their hated orange and white and came to work. Edd even brought an orange and white shaker to Georgia Bulldog fans and Krystal employees Edd Morrison and Sandra Owens make good on their bet, further salute the victors. Someone was heard saying, posing in orange and white after promising to wear rival Tennessee colors if their team lost. "Those Dawgs ain't much for football, but they sure are good sports."

Hairy Dawg Cheers for Krystal District Supervisor Trainee John D'Antonio got to experience the fun of local store marketing in September when "Hairy Dawg" and the University of Georgia Cheerleaders visited the Athens Krystal on Prince Avenue to hype Krystal's UGA football schedule cups. Magic 102 was on hand for a radio remote from the restaurant.

far left; Hairy Dawg and the UGA Cheerleaders help bring in the customers in Athens, Ga.

At Left; Leonard Evans, district supervisor for the Augusta area, and District Supervisor Trainee John D'Antonio show off their UGA cups autographed by the UGA Cheerleaders.

17 Krystal Franchisee Takes on Hurricane Georges Creative Thinking Helps Serve Victims of the Storm [hen Hurricane Georges hit the Gulfport, Miss., area Hammack decided to open up... somehow. on Sunday, Sept. 27, everyone's minds were focused "It was just something that evolved," Jerry said. "Afterthe I on emergency needs: shelter from the storm, the safety hurricane came to land and the wind started subsiding early of neighbors and damage to property. But as the storm Monday morning, Bill was at the Gulfport store and called to passed and residents began to assess their losses and clean say there was no reason we couldn't sell Krystal burgers. By up, another question became very important: what are we this time, people were stopping by to ask if they could get going to eat? somethingtoeat." Just imagine... trees are down, water levels are rising and So that's just what they did. Since Krystal grills use gas to worst of all, there's no electricity. Power lines are down operate, the restaurants were able to open and sell Krystals - everywhere. And there's no tellingwhen the power will be and only Krystals - after some dedicated crewmembers were restored. able to make it to work. Due to the lack of electricity no other That means no electricity to cook food in an oven, on a products could be cooked, but Jerry said that didn't matter; range or in a microwave. Cold soup is an option ... of course, by 11 a.m.,peoplewereabletofindsomethingtoeat. unless you only have an electric can opener. Jerry praised his General Managers Sandy Owens and But one Krystal franchisee and his dedicated staff used Byron Jones and their crews for doing an excellent job during creative thinking to help thousands of Gulfport and the ordeal. "We were rather proud of our ability to figure out Pascagoula residents during their time of need. howto operate," he said. "Everybody just did great." Jerry Pelham, president of Jerrico Foods Inc., had to close And customers appreciated the crew's hard work. "Every­ his Pascagoula and Gulfport restaurants for two days to take body had favorable comments and we never had any care of immediate needs. But on Tuesday, after seeing a local criticisms about the speed of service. People were just glad pizza restaurant begin price-gouging customers due to the to have something open where they could get some suste- lack of food sources, Jerry and Operations Manager Bill Continued on page 20 Cartersville Krystal Serves Up Holiday Cheer

he Cartersville, Ga., Krystal on North Morningside Drive has Tmade a holiday tradition of serving up great customer service Network (CMN), an agency that on Santa's lap, tell him their wish list, and holiday cheer along with sackfuls donates money to local children's get their picture taken and receive a of burgers. hospitals. Customers buy balloons to goody bag. In return, Santa asks for a General Manager Woody Reilly has hang in the restaurant, and this year $5 donation to CMN. enjoyed a 10-year career with Krystal, they have already raised more than Woody and his crew work with and he and his crew have tried to $1,000. "We've got balloons all over local companies to fill the goody make every holiday something the place," Woody laughed. bags with donated items. But special for their customers. Then come the ornaments. Woody's work on the project extends Halloween means crewmembers in Proceeds from the sale of the tree further than that. When asked if he is costume and Thanksgiving makes decorations, all bearing the Krystal the one behind the white beard, his way for decorations adorning the logo, also help fund the CMN. response was, what else? "Ho, ho, restaurant. But it's the Christmas But the biggest event happens ho." season that really winds the restau­ when the man in the red suit comes Why all the fuss? Because the rant into high gear. to town. Posters and the restaurant's events help give customers that Woody and his crew make sure readerboard hype the visit before the personal touch and homey feel they do their part for charity, helping big arrival, then children line up raise funds for the Children's Miracle during lunch and dinner shifts to sit Continued on page ii) 18 Promotions and New Hires New DAOs Focus on Team Building, Training New Hires at the Home Office Anthony Davis, director of area operations, Edd Morrison, controller Atlanta area Edd joined Krystal in September from his previous Anthony joined Krystal Nov. 2 after a strong 11-year position as Controller for Pony Express Courier in Atlanta. career as a market manager for Amoco Oil. While the Edd is now responsible for all external and internal markets he managed had some deli-style food products, financial reporting as well as safeguarding the assets of this is his first foray into the "hot" food business. the company. He manages a staff of 40 accounting "The end product is different, but a lot of the processes employees. are the same," he said. Anthony said he will focus on Rick Curtis, network manager empowering his staff and supporting them to achieve the Rick began his career with Krystal Oct. 12 and will be in enthusiasm needed to be successful. charge of managing the computer and server systems for George Mares, director of area operations, the company. He will also be in charge of user support for Chattanooga North-l area all home office and laptop-using field personnel, and George began his career with Krystal Sept. 1 after a 20- ensuring Krystal's computer systems are Y2K compliant. year career in the food industry. His last position was vice Gary Baker, manager of training/development president of operations for a fast food franchise in New Gary joined Krystal Oct. 20 with his first goals being to Orleans, La. revise and implement the Basic Management Training and George's goals for his restaurants includes training, Advanced Management Training programs. He will work training and more training. "Training makes the world go closely with Krystal's regional trainers on all training and 'round," he said. "If we're training we have great service development courses. time, product quality is there, morale is high and turnover is low." Annette Stevens, quality assurance food technologist New District Supervisors New Hires/Promotions in the Field Annette joined Krystal in October and will be working closely with Krystal's food manufacturers, auditing their Judy Bond, Phil Chandler, Standards Assessor systems to ensure proper manufacturing practices and Columbia-A area Cliff Johnson, Field Recruiter food safety. New Real Estate Representatives Deborah Dwyer, communications specialist harry Covington, "Dee" joined Krystal's training and communications Murfreesboro area Lynda Turbeville department Sept. 8 and is responsible for the company's Ken Martin manual updates, training materials distribution, editing the Gene Goodwin, Gazer and producing other communications materials. Birmingham area New Hires in Accounting Carla Wright, Franchise New Hires in Human Resources Mark Patterson, Accounting Kincy Madison, manager of employee benefits Atlanta area Carl Sheffield, Fixed Asset Accounting New Hires in Marketing John D'Antonio, Paul Reid, Restaurant Alice Alley, Nashville manager of field marketing Atlanta area Accounting/Accounts Payable Carole Hinton, Atlanta local marketing coordinator Becca Guadarrama, Administrative Assistant Amy Rae Reese, Knoxville local marketing coordinator coming back. Al the employees get restaurant crew together as a team Holiday Cheer in on it, and we love to do it." working towards the goals of high Continued from page 18 And that special relationship helps sales and exceptional customer service. "Our customers know the they're looking for. "The kids love it skyrocket sales. Cartersville enjoys crew here and the crew people know and we have a great time. It makes one of the highest sales volumes in them. With a lot of them, we know people feel like they're at home when the Atlanta market. "Not bad for little what they're going to order before they come in," Woody said. "It's a fun old Cartersville, Ga., huh?" Woody they walk in the door. It's good to atmosphere, it brings people into joked. have a rapport like that in a small your restaurant and keeps them The holiday cheer brings the town," Woody said.

11 Making Headlines at Krystal

The Krystal Company made with John and his friend to where the headlines recently in some other homeless men were gathered. The Knoxville News-Sentinel and pretty interesting places ... Atlanta journal Constitution newspapers the sports and entertainment both published stories about Hall's good deed. When Krystal Chief pages. Executive Officer Phil Sanford read about Hall's experience, he promptly sent a letter of appreciation to the Vols Kicker Does Good Vols star - and a donation to the Knoxville Chapter of the Fellowship Deed at Krystal: of Christian Athletes in Hall's name. University of Tennessee at Knox­ ville (UTK) Kicker Jeff Hall made Country (raving at headlines in October by feeding the homeless at Krystal. Krystal: General Manager Betty Freeman hands sackfiills of Krystals to Hall was running a late-night country music award-winning artist Ronnie Milsap. The photo A full-page color photo in the errand in East Knoxville when a appeared recently in ^/r/Afefc^magazine. homeless person named John Sept. 22 edition of Country Weekly magazine showed Ronnie Milsap, attracted his attention at a stoplight. winning awards - and eating Krystals award-winning country music singer, John, sitting in a wheelchair on the - ever since. sidewalk, said he was hungry. Hall and his limo driver getting Krystals In fact, the article even ties then loaded John's wheelchair in the from the drive-thru window of the Milsap's eight-year award slump to back of his car, helped John and a Franklin Road Krystal in Nashville. his Krystal-eating schedule. Milsap is friend inside and took them to General Manager Betty Freeman is quoted as saying, "Now, I don't know Krystal to eat. pictured as well, handing sackfuls of burgers out the window to the hungry if this has anything to do with it, but As the men began talking, John music star. after I stopped going to Krystal, I told the Vols kicking sensation that stopped winning awards." The accompanying article ex­ he had some other friends that were plained how Milsap celebrated his Fortunately, Milsap's back in the hungry, too. Hall promptly ordered first Country Music Award win in saddle on the award front and he still 50 Krystals to go with money he had 1974 with a late-night trip to Krystal, enjoys a sackful of tasty Krystal planned on donating to the Fellow­ and has carried on the tradition of burgers. ship of Christian Athletes, then went

Hurricane Help "And what was wonderful was we were able to use every bit Continued from page 18 of our [Krystal] product. Our food supplier couldn't come nance," Jerry said. "The pizza place was charging double for give us a refrigerated unit [to store our thawing product inj their product; our prices were just our regular prices." because they were all in use, so we were either going to lose it or sell it." Of course, no electricity meant no lights in the kitchen and no way to stay open around the clock. Fortunately Gulfport And sell it they did. Both restaurants enjoyed record sales regained electricity on Wednesday, so the restaurant was able for two days. "People were coming in buying Krystals by the to work all three shifts. However, Pasgagoula was still without sackful. We more than made up for the days we were closed power, and would be for the next two days. because of the extra sales, plus the only expense we really had was labor because we didn't have any lights," Jerry said. Again, a creative solution to the problem was discovered. Jerry drove his motor home to the restaurant, cranked the With a little creative thinking and the desire to help area generator, ran cable inside and proceeded to go to work. "We residents, the difficult situation became rewarding, both got lights for the kitchen, which helped a lot so everyone financially and personally. could see what they were doing," he said.

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