FSR July 2023

On the Rise

can be done remotely. Along with a shorter work week, Knead is implementing a reimbursement program for their employees called Life + Style. e system consists of categories that Berry and Reginbogin believe are bene cial for a balanced lifestyle, includ ing going to the gym, purchasing cloth ing, dry cleaning, dining at other restau rants, and entertainment like concerts and going to the movie theater. Berry describes it as a “use it or lose it” system, meaning that the amount of money for reimbursement can only be used for the items in that speci c category. Employ ees receive bene ts based on position and length of employment. “Hopefully if people use those things and have a little bit more fun and bal ance outside of their work life, then they’re happier at work,” Berry says. About 100 employees at Knead qualify for these bene ts so far. When asked what it’s like to work with his husband of 25 years, Berry says he “The more and more we talked about doing our own thing and opening our own restaurant, we thought that D.C. was a perfect mix of a big little city.”

volume in order to survive. So if we’re going to start growing, we’ve got to pick locations that are going to be in high volume, high-tra c areas.” Berry also adds that although not a big city, Knead is looking to expand in Virginia Beach due to its demand for upscale concepts. “We don’t have a goal in terms of city size; it really just has to make sense from a deal perspective as well as a demographic perspective. Can this neighborhood [and] can this city support this restaurant so that it’s suc cessful? And that’s sort of the criteria and the standard.” Having lived near the DuPont area of Washington D.C., Berry had always loved the location and envisioned open ing a restaurant there some day. During the pandemic, a space became available and he opened Mi Casa, a Tex-Mex con cept. With 10 concepts under the port folio now, the restaurant group owners prefer to replicate an existing concept when it comes to growth, but Berry says he’s still open to the idea of opening new concepts if the location calls for it. Last year, Knead also turned its atten tion to employee wellness and retention. Currently, the team is testing a four day workweek for its salaried managers and chefs. By implementing this perk, employees who qualify are only required to be in their restaurant for four days a week, and any work they have left over

wishes he had drama to share. To his sur prise, they have been successful in creat ing their business and he says it’s due to their shared interests. Due to their dif ferent strengths in the industry, Berry mostly deals with the finances, while Reginbogin focuses on design and aes thetics. at means their conversations are never dull, Berry notes, adding that they respect each other’s responsibili ties and come together to make big deci sions about Knead. Berry also admits that sometimes it’s hard to draw the line between their work life and personal life, and believes that his success with his partner is not the rule and wouldn’t want to lead anyone astray by recommending it. “We really live and breathe the restau rant business, so the fact that we’re both running this company together means we have a lot in common,” Berry adds. “We have a lot to talk about.” MULTI-CONCEPT KNEAD HOSPITALITY DESIGNS RESTAURANTS AND PARTNERS WITH WELL-KNOWN CHEFS, WHO ALL HAVE EQUITY IN THEIR BUSINESSES.

KNEAD HOSPITALITY + DESIGN (3)

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FSRMAGAZINE.COM

JULY 2023