Managing Your Restaurant: Tried & Tested Methods

If you manage a restaurant, just about every aspect of your business, from inventory to job performance and managing sales, is affected by how you carry out your responsibilities at work. It’s no exaggeration to say that the whole tone and operation of your restaurant is affected by how you behave, as your behaviors and attitudes will affect the other staff under you.

These five tried and tested habits of successful restaurant managers are well worth sharing.

1) Priorities and Resolving Them Are Important

If you manage a restaurant, you know that no two days are the same. The managers of good restaurants can see goals through to the end, prioritize tasks and know what steps to take next. And they don’t let themselves get sidetracked by phone calls, emails and the unpredictable nature of the restaurant business.

It’s even more important for managers of restaurants to be proactive, as it’s all too easy to let problems and issues distract you from work. Solving problems before they even happen is one sign of a good restaurant manager, and you can maintain your schedule and generally have more time to run things if you minimize the chances of problems happening.

2) Celebrate Wins, and Know-How Important Teamwork Is

As any restaurant manager knows, the job is stressful, and some of that stress comes from dealing with feedback and criticism from the managers above you. But if things don’t work out as planned, you should know enough not to take it out on or blame the staff below you.

Much of a restaurant’s success depends on teamwork, and a good Maple Ridge restaurant manager can recognize this teamwork and give credit where it’s appropriate. One of the most important parts of your job is providing useful criticism and suggestions to your staff; it can make a big difference in the flow of the restaurant. It reflects well on you if your staff is driven to do a good job.

Staff can feel motivated to perform better and feel appreciated if they receive positive reinforcement and praise, especially after a long and busy shift. Retrain your staff and try to grow and learn from problems or setbacks, and of course, you should not blame your staff when things aren’t going well.

3) Setting the Pace For Staff

Good restaurants have independent and hard-working employees able to work quickly, and one of the manager’s responsibilities is putting a team together. But as the manager, you must set an example when it comes to speed and efficiency.

Be tough but fair of you want smooth and successful operation. Work with your team to meet goals and adhere to standards. Teaching by example is especially applicable in the restaurant industry, and reacting quickly is just as important.

4) Promote Company Values

To gain a reputation and grow your business, you need to understand why your restaurant exists and why things are done the way they are. Building an influential culture and work ethic is a lot easier if the manager makes a point of promoting the company’s core values and work ethic and sharing these with the other employees.

5) The Importance of Caring For the Customer

Of course, your restaurant won’t succeed without its customers, and if your establishment is to survive and thrive, you need to understand how important good customer service is. You can make small gestures to make sure your customers come back to eat in your restaurant again and again, such as giving out free coffee, dessert, or anything else. And simply remembering a customer’s name or asking them about their kids, or remembering where they like to sit in the restaurant can make a big difference. And if you, the manager, is seen to be doing these things, it sets a good example for your employees to follow.

Bonus Tip: Delegate When Appropriate and Build a Strong Team

It’s okay to delegate; remember that you have a good team of responsible people working with you. Your restaurant isn’t a food truck, meaning that you need a team of people and can’t do everything yourself.

Some managers find it difficult to trust their employees, although you have to as you obviously can’t do everything yourself. Once you train your staff to carry out tasks efficiently, thoroughly, and to your satisfaction, it’s acceptable to delegate to save money and time.

You may be working too hard if you are always tired and feel you aren’t doing what you should. Reexamine your managerial approach. You may have to come up with new roles or responsibilities for staff, give your staff more decision making ability, and make sure everyone is accountable if they have a new role. You may realize you have not been using your employees as efficiently as you could.