INTRODUCTION

Were you recently hired or promoted into a management position but have never managed a restaurant before? Or perhaps you’ve got some management experience, but you’re new to restaurants and food service? Even more extreme: maybe you’re new to both restaurants AND management.

Considering today’s labor shortage, any one of the above scenarios is not as unlikely as it would have been just a few years ago. That’s why we put together this introductory guide to managing restaurants. Whatever your experience level, we hope you’ll find it useful on your way to becoming an amazing restaurant manager.

RESTAURANT MANAGER RESPONSIBILITIES
Having a list of responsibilities is essential to keeping any restaurant running smoothly. Though duties can vary a little based on your restaurant’s type (fine dining, quick service, fast casual, etc.), managers are always responsible for handling business operations and guiding restaurant staff.

CREATE A SCHEDULE AND TRACK PAYROLL
One of the essential parts of all restaurant manager job descriptions is handling scheduling and payroll. When not assisting with customers, a manager performs a primarily administrative job that involves assigning tasks and to-do items to staff. They need to make sure the restaurant always has enough employees present for the completion of essential tasks. After creating the schedule, managers need to pay employees for the hours worked. This can involve allowing for things like overtime or holiday pay.

Even when companies use automated software for scheduling (which we do recommend), there are still many things that need attention. Managers need to discipline late or missing employees and handle employee requests. Addressing staff concerns about scheduling can help keep everyone happy and on the same page.

PROVIDE CUSTOMER SERVICE
A restaurant manager’s responsibilities might not seem quite as customer-oriented as a server’s. However, the manager actually has a very important role when it comes to keeping customers happy and coming back. A good manager thinks of ways to create a more pleasant dining experience. When anything goes wrong, customers may want to escalate their complaint and speak to a manager. Since managers end up handling irate customers, they need excellent customer service skills.

Managers need to be able to stay patient

STAFF THE RESTAURANT
One of a manager’s most essential duties is making sure that there are enough people to keep the restaurant running. Managers need to find the right number of employees and create job postings. They’ll need to check responses to job ads, conduct interviews, hire, do performance reviews, and train and discipline staff, too.

Staff retention can be tough because it requires keeping employees happy and productive. That’s why managers need strong interpersonal skills and the ability to make employees feel valued and supported.

HANDLE ACCOUNTING AND RESTAURANT FINANCES
The big-picture finances are usually handled by the business owner. However, a manager is the one who handles day-to-day accounting. Managers need to keep track of all costs, including supplies, payroll and more. They also have to track the money coming into the restaurant and consider ways of increasing profits.

Altogether, a manager is responsible for handling the restaurant’s budget and providing financial reports. They’re required to make tough decisions about restaurant costs. Managers need to do everything they can to keep the business profitable.

MEET HEALTH AND SAFETY STANDARDS
Restaurants have to carefully follow all sorts of guidelines on handling food, cleaning dishes and more. The restaurant’s manager bears much of the responsibility for getting everyone to follow health and safety laws. They have to stay up to date on the latest guidelines. This can require taking training courses or getting certifications in certain subjects.

In addition to knowing about these guidelines, managers also have to make sure the rules are actually being followed. They need to track employees carefully and identify any problems. Managers are also responsible for alerting employees to any changes and training new employees.

Because of COVID-19, there may be additional requirements for businesses in your city or state. You’ll want to make sure you’re up to date on all the local and regional laws.

MARKET THE RESTAURANT APPROPRIATELY
As part of their duty of keeping a restaurant profitable, managers have to market the restaurant. This can include using things like social media, television, radio, or print media. Managers may need to come up with promotional strategies, like limited specials or coupons. Though managers often work with business owners to create broad marketing plans, the manager is the one who often handles day-to-day tasks, like scheduling when an individual ad runs.

Restaurant marketing duties can vary a lot depending on the type of restaurant you are running. At a fast food franchise, marketing can often involve things like researching the brand’s latest campaigns and staying up to date with brand logos. For a fine dining restaurant, marketing can mean participating in local food and wine festivals or inviting local celebrities to the restaurant.

TIP: USE A LOGBOOK TO HELP MANAGE THE RESTAURANT
A restaurant manager logbook can be a valuable tool. It helps you remember important details and find new ways to improve the restaurant. When you take the time to use a logbook, you’ll get several benefits.

WHAT IS A RESTAURANT MANAGER LOGBOOK?

In general, a logbook is simply a tracking and analytics tool that restaurant managers can use. Logbooks are available in many forms, ranging from simple notebooks to sophisticated software. The one thing they all have in common is that they provide a place for managers to make notes at the end of each shift, task, or workday.

LEADERSHIP QUALITIES FOR SUCCESSFUL RESTAURANTS

In order for a business to be successful, it needs people in management who embody the right leadership qualities. When a restaurant fails, one of the causes is often ineffective leadership. On the other hand, with good leadership in place, you can bolster employee retention, improve the quality of their work, and reduce turnover. While it’s easy to identify a bad leader, knowing what a good leader looks like can be more difficult.

HOW LEADERSHIP QUALITIES AFFECT OVERALL QUALITY OF WORK
An effective leader is someone who understands what kind of work needs to be done and when. While there are different leadership styles that you can incorporate into your management techniques, it’s important to remember that leaders influence the actions of those around them. When a leader has enthusiasm for their work, employees are more likely to feel the same – and to complete assigned tasks well and on time.

3 BENEFICIAL LEADERSHIP QUALITIES TO DEVELOP
There are many leadership qualities that you should look into developing or improving. One is integrity, which every leader must have. When you have integrity, your employees will know that you stand for your beliefs and that you won’t compromise, even when doing so would be easier. If you make a promise at work, it’s important that you follow through on this promise.

Honesty is another quality that makes a leader seem more reliable to employees. If your staff can’t take you at your word, they may not feel incentivized to put in their best work. It’s also essential that you listen to team members and don’t always believe that your idea is the best idea. You should have the emotional intelligence to admit when a team member’s idea may be better than yours.

Another core aspect of great leadership is effective communication. How you communicate can dictate the quality of the work that your employees deliver. If you get your message across in a clear and succinct manner, team members will understand what needs to be done. Without guidance, your employees might not understand their roles, which could worsen productivity significantly.

ADDITIONAL LEADERSHIP QUALITIES
Some of the additional qualities that you should consider developing in order to be an effective leader include:

Knowing when to delegate tasks
Understanding when and how to make clear decisions
Being able to solve problems
Self-motivation and self-discipline
Accountability, loyalty, gratitude

Many employees respond well to positive reinforcement. If a server is doing a good job, don’t hesitate to let them know. It’s also recommended that you provide constructive feedback to employees who make mistakes. An employee is much more likely to improve the quality of their work if their manager supports them and teaches them when necessary. On the other hand, criticism alone can lead to bad attitudes at the workplace, which you don’t want.

10 RESTAURANT INTERVIEW QUESTIONS AND WHY TO ASK THEM

While finding the best staff is no easy feat, you’ll be on the right track if you hone the interview process. Selecting the right questions for your business is a good place to start.

SELECTING THE RIGHT INTERVIEW QUESTIONS
Whether you are looking to hire a chef or server, you can cater your questions to fit experiences and expectations. Take some time to select good questions. You do not need to include all of these questions, but find the ones that fit your restaurant’s needs the best and reword them as needed. Feel free to keep things fun and engaging, too.

What drives you to want to work in the restaurant industry?
Lead with a question that is all about motivation. This can key you in to the candidate’s career goals as well as their passion. Someone with more intrinsic motivation (such as enjoying a positive work environment) versus extrinsic motivation (making money) could end up being a more productive, long-term employee, someone you want to obtain and retain.

What does the word “hospitality” mean to you?
Find out what it means to the interviewee to work in hospitality. What does the word mean to them? How does their definition align with yours? Dictionary.com defines “hospitality” as “the friendly reception and treatment of guests or strangers” as well as “the quality or disposition of receiving and treating guests and strangers in a warm, friendly, generous way.” The ideal candidate should embody hospitality and understand that being hospitable is what restaurant service is really about.

How would you resolve a conflict with a co-worker during a dinner rush? You probably remember having a co-worker you didn’t see eye to eye with. It’s inevitable that staff members will encounter issues with each other.
Conflict resolution is something you can only teach so much of; your interviewee should demonstrate an ability to remain calm under pressure. If your interviewee’s response does not demonstrate the same friendliness and dedication to service that you expect from your staff, then they’re not the right fit for your restaurant.

What is the best interaction you’ve ever had with a customer? Asking an interviewee this question helps you gauge their approach toward customers while giving them something positive to share. This lets you know what the interviewee sees as being great service as well as how enthralled they are about their own successes. Pay attention to their demeanor. Are they happy when they recall their story? Does the story seem too rehearsed? The way they recount it can tell you a lot about how they view hospitality. Often times, it’s not just about the verbal answers to your restaurant interview questions, it’s also about tone and body language, too.

What’s the worst interaction you’ve ever had with a customer? Bad customer interactions happen, but opening up about failures is just as crucial as talking about successes. Asking this question does two things: It helps you gauge what bad customer service means to this candidate, and it also shows how much responsibility they took versus how many excuses they made. A great follow-up to this question is to ask what the applicant learned from the situation and how they handled it.

What do you do when you aren’t at work?
Knowing who your employees are outside of work is important because you need to know that they are achieving a work-life balance or are capable of it. Does this interviewee have a healthy social life? Are they maintaining good grades in college? Burnout is all too common in the hospitality industry, so having a work-life balance is essential. A candidate who already has an unhealthy balance might not be a good fit.

What is your single greatest weakness?
Look for your interviewee to mention weaknesses honestly and say that they’re working to improve them. While an employee with a hot temper won’t make a good team member, for example, an employee who is honest about working to improve their shyness could be.

How about your single greatest strength?
Where does your candidate shine, and how relevant is it to the restaurant industry? If they say they’re good with computers, that won’t be super beneficial in hospitality. However, if they mention they are good with people, are
calm, or can stay focused, they might have a lot of potential.

Why do you think you’re a good fit for this position?
Among restaurant interview questions, this might seem like a no-brainer. A candidate should go the extra mile to provide a solid answer. Working in a restaurant can be challenging, and the candidate should let you know they have thick skin and can handle difficult situations. They should also express passion for hospitality, some problem-solving skills, and interest in utilizing the position as a major stepping stone in their career goals pathway.

What do you already know about this restaurant in particular?
Leaving off on such a simple question as this might seem silly, but there is a point. It is meant to gauge the candidate’s genuine, maintained interest in your restaurant. If they have made it all the way to this point and still seem enthusiastic, they should be able to tell you just what brought them to your restaurant. If they answer in a dull, monotone fashion, they most likely are just there to say they participated in a job interview. However, if they seem excited and can give you specifics on why they were attracted to your place, they might be a good fit for the team.

ENDING THE INTERVIEW
Allow the interviewee time to ask you some questions, and be sure to answer them honestly. Let the candidate know that you genuinely appreciate the time they took to apply and interview for the position and that, even if they don’t get the job, you will keep their application on file for future reference (if you think they might still be a good fit).

As you bring the interview to a close, you might also take the opportunity to highlight something unique or special about your restaurant. Something that will leave the applicant with a good impression. After all, even if they aren’t a good fit or don’t accept the position right now, they might be a good candidate later. It never hurts to think ahead and
few doors open, just in case!

TIP: USE A TASK MANAGEMENT TOOL
Is your restaurant’s version of a task management tool just a bunch of sticky notes or clipboards? You’re a busy person with tons of responsibilities, but you can’t overlook them just because your week is swamped. We all know how things can pile up and become major issues when forgotten for too long. So, don’t rely on sticky notes to remind you about your important responsibilities. A task management tool/system is a software application that helps you track daily/weekly/monthly/annual and one-time tasks in an efficient way.Here are 12 tasks that get easier if you track them using a task management system:

Opening and closing checklists
Daily and deep cleaning tasks
Routine kitchen maintenance Routine building maintenance Inventory
Safety and compliance checklists Prepare for events or inspections
Holiday and seasonal decorating
Staff training standards
Better accountability and recognition Social media management Marketing tasks