Brain Dumps

Favorite Eating Places

This list was compiled with help from Will Custer.

Name Style Address Phone Number Hours Recommended Dishes
QQ Kitchen  Korean/Chinese 3324 Secor RdToledo, Ohio 43606 419-720-8703 Mon-Fri: 11:00am – 3:00pm, 4:30pm – 10:00pmSat and Sun: Closed Spicy Seafood Noodle Bowl
Amango Restaurant Vietnamese 5228 Monroe St
Toledo, Ohio 43623
419-517-0261 Tue-Sun: 10:00am – 10:00pm Pho (Noodle Soup)
Registry Bistro Gourmet 144 N Superior StToledo, Ohio 43623 419-725-0444 Tue-Sat: 5:00pm onward Everything
J. Alexander’s American 4315 Talmadge RdToledo, Ohio 43623 419-474-8620 Sun-Thu: 11:00am – 10:00pmFri-Sat: 11:00am – 11:00pm Veggie Burger
Black Kite Badger Brunch 2499 Collingwood Boulevard, Toledo, OH 43620 (419) 720-5820  Weekends 11:00am – 2:00pm  Different Menu Each weekend
Fowl and Fodder Organic Healthy 7408 W Central Ave
Toledo, OH 43617
419-690-2490  Open Monday – Saturday
Breakfast & Juice Bar 7am – 8pm
Regular Dining 11am – 8pm
Everything is great
San Marcos Mexican 235 Broadway StToledo, Ohio 436043439 Hill AveToledo, Ohio 43607 419-244-2373419-537-8884 Mon-Thu: 9:00am – 9:00pmSat: 8:00am – 9:00pm Tacos, Beef Stew
El Tipico  Mexican 1444 South Avenue, Toledo, OH 43609  (419) 382-0661 MondaySaturday: 11am9pmSunday: Closed Everything
Cochina de Carlos Mexican 27072 Carronade DrPerrysburg, Ohio 43551 419-872-0200 Daily: 11:00am onward Everything
Stella’s Upscale Pub Grub 104 Louisiana AvePerrysburg, Ohio 43551 419-873-8360 Mon-Sat: 11:00am onward Everything
The Beirut Mediterranean 4082 Monroe StToledo, Ohio 43606 419-473-0885 Mon-Sat: 11:30am – 10:00pm Everything
Grape Leaf Express Mediterranean 5236 Monroe StToledo, Ohio 4362327112 Oak MeadPerrysburg, Ohio 43550 419-725-2046 Mon-Sat: 11:00am – 10:00pmSun: 1100:am – 9:00pm Everything
Rumors Mediterranean 5205 Monroe StToledo, Ohio 43623 419-841-4529 Mon-Thu: 8:00am – 11:00pmFri-Sat: 8:00am – 12:00amSun: 8:00am – 10:00pm Side-Portion Sizes – Regular portions are huge!
Schmucker’s Diner Grub 2103 N Reynolds RdToledo, Ohio 43615 419-535-9116 Mon-Sat: 5:00am – 11:00pm Everything…and the pie!
Grumpy’s Upscale Pub Grub 34 S. HuronToledo, Ohio 43604 419-241-6728 Mon-Fri: 8:00am – 2:00pm Garbage Salad, Everything
Gradkowski’s Upscale Pub Grub 1440 Secor RdToledo, Ohio 43607 419-725-2836 Daily: 11:30am onward Burgers
Bangkok Kitchen Thai 582 W Dussel DrMaumee, Ohio 43537 419-897-7777 Mon-Thu: 11:00am – 9:00pmFri: 11:00am – 10:00pmSat: 12:00pm – 10:00pmSun: 5:00pm – 9:00pm Pad ThaiPad Kee MaoGreen CurryHot and Sour Soup
Social Upscale Pub Grub 25818 Dixie HwyPerrysburg, Ohio 43551 419-931-9936 Daily: 11:00am onward Prime Rib DipColeslawBleu Chips
Balance Pan-Asian 514 The BlvdMaumee, Ohio 435375860 W Central AveToledo, Ohio 43615 419-893-9999 Mon-Sat: 11:00am – 9:00pmDaily: 11:00am – 9:00pm Everything
Yum Yummy Chinese 10677 Fremont PikePerrysburg, Ohio 43551 419-872-5888 Daily: 10:00am – 10:00pm General Tso’s ChickenBroccoli BeefHunan Chicken
Swig Pub Grub 219 Louisiana AvePerrysburg, Ohio 43551 419-873-6224 Mon-Thur: 11:00am – 12:00amFri-Sat: 11:00am – 2:00amSun: 12:00pm – 10:00pm Wings/Chunks with Garlic ParmAny Sausages or DogsChocolate Bacon Sundae
5th Street Pub Italian 105 W Fifth StPerrysburg, Ohio 43551 419-931-9933 Mon-Wed: 11:00am – 12:00amThur: 11:00am – 1:00amFri: 11:00am – 2:00amSat: 11:30am – 2:00am Real Deal Margherita FlatbreadMeatballsChips

Another Great Resource of places to eat downtown by Adam Hansen

Out of Town

Firing Employees: The Good, The Bad, and The Ugly

Having been at the receiving end of being fired/outsourced (whatever it’s called these days), I’ve witnessed and experienced both good processes and bad ones. I’ll share my thoughts on what I feel like is good advice for what is arguably one of the most difficult things to do as a company owner or manager.  This post does not cover the subject exhaustively but it is meant to convey some of my perspective gained through experience to those that have never “enjoyed” the process and are suddenly put in a position of firing people without any personal experience or perspective on the topic.

There are three scenarios that usually occur. The first case is that the employee did something bad that warranted firing. This is not a normal case and I’ll pretty much ignore this since it is the most straightforward and one would feel much less sorry about the situation if the employee brought it upon themselves. The second case is that there is a business reason that forces the layoff, firing or whatever. This is a case where it is not the employee’s fault and at some level not the company’s either to some extent. If there’s not money to cover payroll, the payroll must be cut.  This case is similar to the third case below but is somewhat different since often multiple people are let go collectively but the humanity of the process still applies.

The third case is that the employee is trying to do their work but cannot perform satisfactorily. This is a very common issue and the one that I address below.

The Good

Firing anyone should be hard (unless the employee did something really bad). If you don’t find it hard to fire someone then you may need to look at who you are as a person. You or your company hired this person with the belief that they could do the work and if they gave it their best shot then you or your company bears some responsibility for the situation – you hired the wrong person and you are about to make this person unemployed. Just think about the conversation they will have with their spouse and children when they get home. Losing a job is not fun no matter what the circumstances so keep in mind what impact you are having on a person and his family.

Both parties should know it’s coming. That is to say that the employee should not be surprised that they are being let go.   They should have had several unsatisfactory reviews or at least some conversations about what they are not doing or doing wrong. They should know that they are not meeting expectations and that is the company’s responsibility to communicate that to the employee. If they get fired with no idea it’s coming then there’s bad management and bad leadership in the company.

Be sympathetic and do what you can to help them. Acknowledge that this is going to suck for them (a lot) and you feel bad about having to do this. Do not bring up anything about how this is going to suck for the company finding their replacement. Focus on the employee and ask how you or the company can help them transition into a new position. Can you write them a recommendation in any way? If so, offer. If not try to think creatively about something positive you could say about the person and offer to them as something that might help them find their next position.

If possible, offer some kind of severance pay — even if it’s only a week’s pay. When I’ve been given severance pay (up to a month’s pay) it said a lot about how much the company thinks of you as a human being and how much they acknowledge the suck of the situation (for you). Severance gives the fired employee a way to put a positive spin on an awful situation. They can say, “I got fired, but I got some severance. They didn’t have to do that so they must have liked me on some level.” The times when I got severance I departed with a positive feeling about the company and even decades later I continue to say good things about those companies.

Look at severance as a cost of generating good will within the community. Fired employees talk. A lot. To everyone in the tech community about the company, their regard for their employees and how they treat people. If the exit process is a good one and people are let go humanely then the reputation of the company improves in the community and local tech people consider their job postings. If the word gets out that the company treats their people awful then good luck hiring locally. Those companies are always hiring people straight out of college or from outside the community.

 The Bad

What has evolved into a somewhat standard (and how the hell did this happen?) is that the employee is called into a manager’s office and told the news and then escorted to their desk and watched while they clean out their belongings and walked to the door. This often happens on a Friday afternoon. And employees of a company all know what’s happening on Friday if the hatchet squad is on the prowl looking for heads to roll.

This “method” seems so wrong to me. I’ve seen this many times within departments in which I worked and had something almost like this happen to me. You are being treated like a criminal and it’s clear that they don’t trust you. Does the company hire criminals? If not then why treat people like criminals?  It’s clear they think you may harm the company (going Postal), again this is a degrading treatment and too often (for tech employees) not realistic.  I’ve been let go and locked out of my login, but at the same time, I had at least two or three other admin login accounts to network devices, firewalls, servers that were not locked out — so why act as if locking me out of my user account would prevent me from doing harm?  It does no real protection to the company network infrastructure and actually gives the fired employee an incentive to do harm if they were in any way inclined to do that.  It’s just nuts.  What would be more effective is treating people humanely so that they don’t want to do any harm.  Because if you give a person incentive to do harm, it’s likely they will be able to do it.  Whether it be to the network, or more likely, the company’s reputation on the street.

What’s weird is that when people quit they are often treated completely differently. They are usually given a transition time for a few days to a week to transition their work over to others, say goodbyes, etc. and treated very humanely.

If fired employees are treated humanely and given the option to take some time and transition out while doing the best for all sides it would help the company and the employee.

The best case I had was when I was given a week’s notice that I would be let go and I was given another month’s severance after that week was up. I still speak highly of that company.  They value their people and it shows.

The Ugly

I have not experienced this but I had a friend who described a firing method used in a local fortune 500 company that I still find hard to believe but I know this person and believe her.

For this particular company, when management decides someone will be let go they require all the people who work with that person to make a list of bad things to say about that person – issues they’ve had with their work, communications, or anything about how they work.

When the day comes the target employee is asked to come to a meeting and the firing squad (so to speak) is sitting around a table in a conference room and management makes each person read their list to the person being fired.

Then a security guard hands the ex-employee a box and escorts them to their desk to clean it out (while watching) and escorts them to the parking lot directly to their car and watches them drive off the lot.


Please share your experiences or thoughts on the firing process. I’d appreciate your perspective.


Don’t Make Me Think and JTBD

Lately I’ve been thinking about simplification and how much of the startup idea iteration process involves simplification, especially the UI and UX aspects.  I’m such a big proponent of this approach that I realized that it’s at the core of my approach to most things in life.

I like taking things that are hard and figuring out how to make them easy.

An inspiration for me has been the concept behind Steve Krug’s great UI/UX book called “Don’t Make Me Think” which I think when combined with the Jobs to Be Done approach is at the center of almost all web based B2C applications and businesses these days. How do I get the job done without having to think!

We are all overwhelmed with having to continually learn new approaches and methodologies which explains why an interface that is familiar or simple is so powerful — it doesn’t require you to think. Let alone learn something new.

The process usually involves relentlessly minimizing your product to its bare essential.  What is it doing and is that one thing compelling enough to get people to change their behavior — it’s a high bar.  See my post on the Duh Factor for more about deciding how hard an idea will be to sell.

So if you have a startup idea, focus on how you can get the job done for your user without making them think and simplify, simplify, simplify.

Good JTBD design read here.