The Key to Success: Setting Clear Expectations for New Restaurant Managers

A 2 min read.

In the dynamic world of hospitality, setting clear expectations is more critical than ever, especially when it comes to interviewing and training new managers. As seasoned veterans with 10 to 20 years of experience, you understand the complexities and demands of the industry. However, many newcomers entering the restaurant scene are doing so for the first time. It's our responsibility as employers to provide them with a great experience, just as we do for our guests, for the sustainability of careers in restaurants.

Click here to download my guide on how to Lead with Clarity - 5 Strategies for Effective Restaurant Management.

Let's delve into why setting clear expectations during the hiring and training process is paramount.

Understanding the Importance

Imagine a new manager joining your team without a clear understanding of their expected work hours, daily responsibilities, or how to handle emergencies. Such misunderstandings can lead to confusion, frustration, and ultimately, decreased performance. By setting clear expectations from the start, you empower your managers to succeed and contribute effectively to your restaurant's success.

Real-Life Scenarios

Consider these client stories: A new manager, excited but unsure of their role, ends up working long hours beyond what they expected because the schedule says. “10:00am-volume or 4:00pm-close.” Another manager, unprepared for emergencies, struggles to handle a sudden rush during peak hours, has an anxiety attack and leaves their team in the middle of the shift without communicating to upper management. These are two examples of issues presented to me this week by clients and ones that highlight the importance of communicating expectations clearly right from the beginning.

Tips for Success

1. Review Your Interview Process: Identify gaps in your interview questions and involve your managers and trainers to refine them.

2. Hold a Stage or Working Interview: Allow potential managers to experience a day in the life of the job to understand expectations firsthand.

3. Outline Everything Clearly: From schedules and pay to uniform standards and job duties, ensure everything is communicated before orientation.

4. Check References: Look for candidates who fit your culture and are open to coaching and development.

Benefits of Setting Expectations

Putting more systems in place during the hiring process may seem time-consuming initially, but it saves time and energy in the long run. Clear expectations reduce misunderstandings, improve job satisfaction, and foster a positive work environment. When managers know what is expected of them and feel supported, they are more likely to excel in their roles.

As independent restaurant owners managing multiple locations, your commitment to setting clear expectations sets the tone for success. By prioritizing effective communication, you not only empower your managers but also contribute to the longevity and prosperity of your business. Let's get back to the basics of what it takes to run a restaurant and ensure that every employee's journey starts on the right foot.

Here's to a future filled with well-informed and motivated restaurant managers!

P.S. 

For more leadership development, here are some additional resources for you:

1. Click here to download my guide on how to Lead with Clarity - 5 Strategies for Effective Restaurant Management.

2. Tune into the No Hesitations Podcast Episode on How to Lead with Clarity : 5 Strategies for Effective Restaurant Management

3. Visit christinmarvin.com/contact to schedule a 15 minute strategy call on how to solve your biggest challenge as a restauranteur.

The Key to Effective Leadership: A Guide to Running Your Restaurant Without You

A 2 min read.

One of the best measures of a leader is how a restaurant operates when you are not there. It's a testament to the strength of your leadership, your ability to inspire independence and consistency in your team.

I vividly remember the first time I took a vacation and left my team to manage the restaurant. To my surprise, they not only maintained our standards but exceeded them, breaking sales records in my absence. It wasn't just a stroke of luck; it became a habit. They wanted me to be proud, to show that taking time off was not only good for me but also beneficial for the restaurant's success.

The key to their success was not just their skills but the environment I had cultivated. Leadership within restaurants is about more than just giving orders; it's about setting high standards and inspiring others to meet them. A self-sufficient team reflects not that you're not needed, but that you've effectively instilled a culture of ownership and excellence.

If you are tired of coming back from vacation only to have to put out fires at your restaurant, let’s connect.

Here's why this matters:

1. Setting Standards: By setting clear standards and expectations, you empower your team to operate at their best even in your absence. They know what excellence looks like and strive to achieve it every day.

2. Inspiring Independence: Effective leadership is about fostering independence. When your team can make decisions and solve problems without constant oversight, it shows they trust themselves and each other.

3. Delegating for Development: Delegating tasks isn't just about getting things done; it's about aiding in your team's development. When I delegated responsibilities before my vacation, it wasn't just to lighten my load but to give them opportunities to grow and take ownership.

Here are 3 ways you can make your team more self-sufficient: 

1. Clearly define and communicate your expectations for performance, quality, and behavior. Provide training and resources to help your team understand what excellence looks like in their roles. Regularly review and reinforce these standards to ensure they are consistently met, even in your absence.

2. Encourage autonomy by empowering your team to make decisions and solve problems on their own. Foster a culture of trust and accountability where team members feel confident in their abilities and support each other. Provide guidance and feedback when needed, but allow them space to take ownership of their work and contribute to the restaurant's success.

3. Delegate tasks based on team members' strengths, interests, and development goals. Provide clear instructions, resources, and support to ensure they can complete their assignments effectively. Use delegation as an opportunity for skill-building and growth, allowing team members to take on new challenges and expand their capabilities.

Pro tip: Schedule individual meetings with each team member before you step away from the restaurant to ensure they feel confident and supported in their roles. This personalized approach will make them feel valued and empowered, leading to a smoother operation in your absence.

Remember, a leader's legacy isn't just in what they achieve personally but in how they empower others to succeed. When your restaurant runs smoothly without you, it's not a sign of your absence but a celebration of your effective leadership.

P.S.

Ready to start experiencing work-life balance for the first time? Here are 2 resources that can help.

1.  My coaching services specialize in restaurant growth, mindset, and leadership. Let's work together to build a self-sufficient team and achieve lasting success. Reach out to start a conversation today about how we can partner together at christinlmarvin@gmail.com.

2. Tune into No Hesitations Restaurant Leadership Podcast, the show where restaurant leaders learn tools, tactics and habits from the world's greatest operators. Check out episode #32 : How to Lead with Clarity : 5 Strategies for Effective Restaurant Management

Empowering Inclusivity: 3 Ways to Limit Alcohol Peer Pressure and Foster Wellness in Your Restaurant

A 2 min read.

Can you relate to this story?

🍸 I started drinking while working in the restaurant industry at the age of 19. My manager would allow us to sit at the bar post-shift, pouring us drinks. He claimed it was part of the culture. As an industry newcomer and a foreigner in town, this felt like an opportunity to fit in. Had I possessed the knowledge I have now, I would've prioritized my health over a mere desire to fit in.

This story might sound familiar to many in our industry. The reality is, alcoholism is a prevalent problem in restaurants, affecting the well-being of our teams and the success of our businesses. According to data from CHOW (Culinary, Hospitality, Outreach Wellness), 65% of food, beverage and hospitality workers reported using substances, such as alcohol, while at work. 

One of the core issues we face is the accessibility of alcohol within the four walls of independent restaurants. It's often served as a shift drink, viewed as an employee benefit, or used as a cheap way to reward team members. Additionally, there's the challenge of peer pressure during service, where everyone feels compelled to join in on free shots of alcohol.

It's time for us to challenge the status quo and rethink our approach to alcohol in our establishments. 

Here are three solutions to consider:

1. Healthy Alternatives: Instead of offering shots of alcohol, consider replacing them with healthy options that can energize and fuel them throughout the rest of their shift. These alternatives not only keep the team fueled during service but also promote a culture of wellness.

2. Non-Alcoholic Options: Expand your beverage menu to include high-quality non-alcoholic cocktails, wines, and beers. This not only caters to team members who prefer not to drink but also reduces peer pressure and enhances inclusivity within your restaurant's culture. Check out St. Agrestis and Gruvi for high-quality beer, wine and cocktail options.

3. Education and Support: Provide resources and support for team members who may be struggling with alcohol-related issues. This could include access to counseling services, educational workshops on responsible drinking, and creating a safe space for open conversations about alcohol and its impact. CHOW is a great place to find the resources you need.

By implementing these solutions, we not only prioritize the health and well-being of our teams but also foster a positive and inclusive work environment. Let's challenge ourselves to think differently about alcohol and create healthier, happier workplaces.

Here's to a thriving restaurant industry built on a foundation of wellness and inclusivity.

P.S.

Ready to transform your restaurant's culture and combat alcohol-related challenges? Here are 2 resources that can help.

1. As a seasoned restaurant coach specializing in leadership development and wellness strategies, I can guide you through implementing effective solutions. Let's revolutionize your approach to alcohol and cultivate a positive, thriving environment for your team. Reach out at christinmarvin.com/contact to start a conversation.

2. Tune into No Hesitations Restaurant Leadership Podcast, the show where restaurant leaders learn tools, tactics and habits from the world's greatest operators. Check out episode #20 : How to Navigate Sobriety in the Restaurant Workplace with Cliff Blauvelt

How to Balance Data vs. Emotion for Smart Decision Making

A 3 min read.

At the beginning of my leadership journey in restaurants, I didn't rely on data for guiding major business decisions. Instead, I trusted my intuition, gut feelings, prior training and experience. While this approach allowed for quick decision-making, it often led to addressing symptoms rather than tackling root causes.

As my journey progressed into scaling restaurants, I became curious about the potential of data to inform and steer our team and business towards our organizational goals. I came to believe that successful decision-making in the hospitality industry requires a blend of data-driven insights and emotional intelligence.

As successful restaurant owners managing multiple locations, you're constantly faced with decisions that can impact your team and business. One of the key challenges is knowing when to rely on data-driven insights and when to trust your instincts and emotions.

If you are struggling to find time and energy to dive into your data or don’t know where to start, I can help.

Let's explore the benefits and setbacks of each approach.

Data-Driven Decisions:

Benefits:

1. Objective Insights: Data provides a clear picture of trends, customer preferences, and operational efficiencies without bias, helping you make informed decisions.

2. Risk Mitigation: Analyzing data helps identify potential risks and opportunities, allowing you to mitigate risks and capitalize on growth opportunities.

3. Improved Efficiency: Data-driven decisions streamline processes, optimize resources, and enhance overall efficiency in your restaurants.

Setbacks:

1. Lack of Context: Data alone may lack the context needed to understand the human element, such as employee morale, customer emotions, and cultural nuances.

2. Over Reliance on Numbers: Relying solely on data can lead to overlooking intangible factors that impact your team's motivation, creativity, and overall performance.

3. Delayed Responses: Analyzing extensive data sets may result in delayed responses, hindering agility in addressing immediate challenges and opportunities.

Emotion-Based Decisions:

Benefits:

1. Human Connection: Emotions drive meaningful connections with your team and customers, fostering loyalty, trust, and a positive work culture.

2. Quick Responses: Emotion-based decisions allow for swift responses to dynamic situations, nurturing adaptability and innovation within your organization.

3. Empathy and Understanding: Considering emotions promotes empathy, understanding individual needs, and addressing concerns effectively.

Setbacks:

1. Subjectivity: Emotions can cloud judgment and lead to subjective decisions that may not align with long-term business objectives.

2. Risk of Bias: Emotional biases, such as favoritism or attachment to ideas, can hinder impartial decision-making and lead to suboptimal outcomes.

3. Limited Predictability: Emotion-based decisions may lack the predictability and consistency of data-driven strategies, potentially impacting stability and growth.

Finding Balance:

The key lies in finding a balance between data-driven insights and emotional intelligence. Use data to inform your decisions, but also tap into emotional intelligence to understand the human aspect, foster meaningful connections, and drive innovation.

Remember, successful leadership involves leveraging both data and emotions strategically, creating a harmonious environment that supports your team's well-being and business growth.

P.S.

Whenever you are ready, here are 4 ways you can accelerate your leadership development:

1. If you are a restaurant owner looking to develop your leaders and scale your businesses without wasting time and energy so you can achieve work-life balance and make more money, let's connect. Email me at christinlmarvin@gmail.com or text me at 719-494-6074.

2. Tune into No Hesitations Restaurant Leadership Podcast, the show where restaurant leaders learn tools, tactics and habits from the world's greatest operators.Check out episode 24 : How Your People-Pleaser Leadership is Holding You Back from Being Successful and Happy in Hospitality.

3. Promote yourself to a network of national restaurant leaders by sponsoring this newsletter.

4. Each week, hospitality leaders learn valuable tools and resources to shift from simply surviving to thriving right here.