\n
Motivating Restaurant Staff: It Starts at the Top<\/h2>\n
No matter how closely someone follows a recipe, if it\u2019s a bad one then the end result will never be good. The same goes for the recipe that team leaders follow for managing workplace activities.<\/p>\n
![\"restaurant](\"https:\/\/www.highspeedtraining.co.uk\/hub\/wp-content\/uploads\/2016\/03\/restaurant_manager_responsibilities.jpg\")
<\/p>\n
If you fail to promote positive work methods and set a good example, then employees will\u00a0follow suit. If you get into a rut of only putting in the bare minimum, employees will see no reason to make an effort either.<\/p>\n
- \n
- Adopt a positive attitude towards fulfilling your responsibilities as supervisor.<\/strong> Complying with good work practices is the first step towards creating an uplifting work environment where employees can efficiently fulfil their duties.<\/li>\n
- Treat each workday as an opportunity to gain satisfaction from your role.<\/strong> To get guests entering and leaving the restaurant doors with beaming smiles on their faces is what it\u2019s all about, and it pays off. Happy guests will keep coming back time and time again.<\/li>\n
- Remind employees on a regular basis that it’s a team effort.<\/strong> Without sounding too clich\u00e9, remind them that everyone\u2019s efforts count when running a restaurant. Even one missing ingredient makes a difference.<\/li>\n
- Set up rotas well in advance<\/strong> so your team know what shifts they are working three to four weeks before. Working in the catering industry can really take it’s toll, so letting staff members know their shifts will help them organise themselves and plan their life around work, instead of the other way around.<\/li>\n<\/ul>\n
This enthusiasm will trickle down onto your staff and infuse them with a desire to give it their all. An air of confidence will surround your service staff as a result, which is arguably even more alluring to guests than the menu itself.<\/p>\n
\nFuel Your Team with Incentives<\/h2>\n
When you incentivise your staff it obviously motivates them.<\/p>\n
For example, let’s say your business has a cask ale that’s not selling well. Tell your team that the first one to sell 10 pints of your chosen product will receive a reward. The reward is up to you as the manager or owner. Giving cash away is often hard to account for, so a complimentary meal in the restaurant or a high street gift voucher may be more suitable.<\/p>\n
A small incentive like this can really help increase turnover and motivate staff – a win-win all around.<\/strong><\/p>\n
Head chefs\u00a0can use similar tactics when incentivising the front of house (FOH) team. As many restaurants don’t push desserts and coffees hard enough, incentivising sales on these products can increase turnover and improve the relationship between the chefs and FOH team.<\/p>\n
For example:\u00a0the head chef has a cheesecake that they would like to sell by the end of the day. You incentivise your FOH team to sell it and whoever sells the most portions that evening will be given a free meal or sandwich on their next shift. With this incentive, FOH staff help the chef sell their dishes. It promotes sales and also help chefs and the FOH team communicate more efficiently.<\/p>\n
![\"restaurant](\"https:\/\/www.highspeedtraining.co.uk\/hub\/wp-content\/uploads\/2016\/03\/restaurant-employees-cooking.jpg\")
<\/p>\nAnother great incentive is having a cook-off<\/strong> when a new menu comes out. Allow your team the opportunity to taste the dishes and ask questions. It may be a good time to discuss which wines can be paired with the dishes too. Chatting with chefs and understanding their roles will help solidify the team and raise morale.<\/p>\n
Last but not least, create an opportunity to treat staff.<\/strong>\u00a0Saving a small amount of the tips each week (be crystal-clear about this and ensure they all agree in advance) can help towards a staff party, a bowling trip, or something else which everyone would like to do. Remember: your team work unsociable hours, Bank Holidays and weekends so they will genuinely appreciate time out to relax and enjoy themselves.<\/p>\n
\nTeam-Building: Share Roles<\/h2>\n
Cross-training your team can help ensure everyone understands the different roles people have within the business. For example, having a waiter work with a sous chef for the evening. This will help them see how things work behind the scenes, and appreciate the workload that the kitchen deal with on a daily basis. Likewise, a chef could work on the bar or help carry food to tables to get a sense of the customer-facing role FOH staff occupy on a daily basis.<\/p>\n
Sharing roles in this way helps employees appreciate other workers’ roles and responsibilities and strengthens teamwork. This, in turn, raises motivation levels as staff will feel appreciated by one another and recognise that everyone is an essential asset to the restaurant.<\/p>\n
Giving your team the opportunity to help choose dishes for the menu or drinks for the bar will really help their positivity at work; they will most certainly push their products and will want to find out how well they’re selling.<\/p>\n
\nThe Hidden Obstacle: Presenteeism<\/h2>\n
Presenteeism is when a person is present at work but only dedicating a fraction of their\u00a0energy.\u00a0<\/strong>It could be due\u00a0to burnout, feeling apathetic towards their job role, or chronic problems such as long-term stress.<\/p>\n
When feeling tired and unfocused, it\u2019s very easy for a person to switch into auto-pilot mode. Their hands and feet are moving, but their mind and heart aren\u2019t invested in the task. In workplaces, this disconnect is often a real issue that\u2019s very easily overlooked.<\/p>\n
Presenteeism can be more problematic than absenteeism<\/a><\/strong><\/p>\n
If a staff member is absent for unexplained reasons or prolonged periods, it’s obvious that something’s not quite right. But if they\u2019re present yet\u00a0not fully invested in what they\u2019re doing, it might not even be all that noticeable. That is, not until\u00a0orders start to get jumbled up and throw the kitchen in complete disarray.<\/p>\n
![\"bar](\"https:\/\/www.highspeedtraining.co.uk\/hub\/wp-content\/uploads\/2016\/03\/presenteeism_restaurant_staff.jpg\")
<\/p>\nTackling presenteeism is tough. You might not know whether the\u00a0individual simply needs more training or deeper-rooted issues are responsible for their long-term shortcomings. The following are examples of effective management activities for energising staff and combating presenteeism:<\/p>\n
One-to-ones with team members<\/h3>\n
Have\u00a0half-hour meetings each month with staff, where they can talk\u00a0about anything they\u2019d like to get off their chest. It could be work-related anxieties or just casual chit chat about their current home life.<\/p>\n
Being able to unload worries and build a friendship with their senior is\u00a0highly beneficial for motivating staff. Instead of feeling like coming to work stifles their personality and traps them with problems they can\u2019t tackle, they\u2019ll feel liberated. Their enthusiasm will be stimulated.<\/p>\n
Recognise accomplishments<\/h3>\n
Nothing\u2019s quite as demotivating as not knowing whether you\u2019re doing things right. It\u2019s especially demotivating if the only feedback a person gets is when they do things wrong.<\/p>\n
This makes them feel like all they do is fail.<\/p>\n
![\"restaurant](\"https:\/\/www.highspeedtraining.co.uk\/hub\/wp-content\/uploads\/2016\/03\/recognising_accomplishments_among_employees.jpg\")
<\/p>\nYou can see where this is going: give your staff members a pat on the back by letting them know you\u2019ve recognised their efforts!<\/p>\n
- \n
- Tell staff at least one or two things you noticed they did well throughout the week.\u00a0<\/strong>Acknowledging when they\u2019ve done a good job motivates them to keep doing so.<\/li>\n
- Ask them what they think they\u2019ve done well this week.<\/strong>\u00a0This gives them an opportunity to self-reflect and feel proud of their accomplishments.<\/li>\n<\/ul>\n
If employees see that their workplace truly values their contributions, big or small, they’ll gain satisfaction and feel motivated to keep working hard for the business.<\/p>\n
Offer constructive criticism<\/h3>\n
Other than helping to better themselves, positive feedback gives staff goals to work towards. This is motivating.<\/p>\n
Talk about areas in which you think they could improve and, more importantly, progress<\/strong>.<\/p>\n
It’s especially important to recognise the accomplishments of and give constructive criticism to new\u00a0team members<\/strong>, who may just be getting to grips with the ropes. Their early experiences in your business determine whether they adopt a negative or positive attitude towards work and whether or not they stay long-term.<\/p>\n
You can find out more about Presenteeism in our guide:\u00a0The Cost of Presenteeism & Why It’s Not Just About Money<\/a>.<\/p>\n
\nThere\u2019s Always Room to Learn<\/h2>\n
Many people are great at learning on the job. Others might keep trying to work in a way they think is best but doesn’t get\u00a0orders into the kitchen efficiently. What do you do in a situation like this?<\/p>\n
You might deem it easier to simply hire someone with more experience to replace them, but then how can this person ever hope to grow? Take this opportunity to help staff develop by providing training.<\/p>\n
![\"restaurant](\"https:\/\/www.highspeedtraining.co.uk\/hub\/wp-content\/uploads\/2016\/03\/learning_restaurant_staff_motivation.jpg\")
<\/p>\nPresenting the idea of training to employees takes tact, however. You don\u2019t want it to be interpreted as them doing everything wrong.<\/p>\n
- \n
- Approach the individual with a positive frame of mind. <\/strong>Make it clear that you appreciate their work.<\/li>\n
- Present the idea of them receiving training as a way to develop and progress,<\/strong> not as a punishment for performing poorly.<\/li>\n
- Determine whether or not someone could train them internally,<\/strong> which would also have the added benefit of team building. If not, then think about signing them up for training. It should be done as part of their working hours, not overtime or at home.<\/li>\n
- Decide what kind of training would be most appropriate.<\/strong> For example, if their weak point is interacting with customers, then it may be worth looking at a customer service training course<\/a> that hones their fundamental skills and their confidence.<\/li>\n<\/ul>\n
\n\n\n![\"expert](\"https:\/\/www.highspeedtraining.co.uk\/hub\/wp-content\/uploads\/2019\/11\/expert-tip-icon.png\")
<\/div>\nNeed a Course?<\/h3>\n<\/div>\n<\/div>\n
Training staff is a long-term investment. Your return will be competent, motivated individuals who appreciate your commitment to them and invest themselves wholly in the business. You can find a range of Food Hygiene training courses, here<\/a>.<\/p>\n<\/div>\n
\nIf staff get stressed, don\u2019t let it get the best<\/h2>\n
Everyone knows the stomach-twisting, lethargy-inducing feelings that are caused by prolonged periods of stress. Rough sailing is sometimes just a part of life for reaching golden sands. What\u2019s important, however, is whether or not we let it throw us overboard.<\/p>\n
Work-related stress is a prominent issue across all workplaces. The HSE state that, in 2022\/23, 875,000 workers were suffering from work-related stress, depression, or anxiety. This accounted for 17.1 million working days lost, totalling approximately 48% of all lost working days in the UK.<\/p>\n
Work-related stress is often caused by a person’s lack of control or difficulty with handling their workload, although numerous other factors are also accountable. Learn more about managing stress in hospitality here<\/a>.<\/p>\n
![\"waitress](\"https:\/\/www.highspeedtraining.co.uk\/hub\/wp-content\/uploads\/2016\/03\/preventing_stress_restaurant_employees.jpg\")
<\/p>\nIn a restaurant environment, where pressures to satisfy guests are high in and out of the kitchen, feeling overwhelmed is certainly not unexpected. But it shouldn\u2019t be deemed the norm. Stressed staff will suffer from low morale and struggle to keep up.<\/p>\n
You may find that your number of guests rapidly dwindle as the team becomes disjointed and apathetic.<\/p>\n
\nWays to\u00a0Prevent\u00a0Work-Related Stress<\/h3>\n
- \n
- Make\u00a0staff members aware that they can come to you if they have anything they\u2019d like to talk about<\/strong>, whether it\u2019s work-related or not.\u00a0They don’t have to hold it in until a one-to-one comes around.<\/li>\n
- Look for signs of stress.<\/strong> If a\u00a0person has yet to voice concerns but are showing signs, calmly approach them \u2013 so they don\u2019t feel like they\u2019re being grilled \u2013 and encourage them to talk about how they\u2019re feeling.<\/strong> Remind them that you are looking out for their wellbeing.<\/li>\n
- Adopt an\u00a0enthusiastic attitude to work<\/strong>, which develops\u00a0an approachable, amiable personality<\/strong> in the process. This makes it a hundred times easier for staff to share their feelings and thoughts with you!<\/li>\n
- Use their feedback to improve the business.<\/strong> When a person\u00a0opens up to you, it offers insight into what aspects of their role or the workplace in general are prompting stress. With this knowledge, you can resolve\u00a0any issues<\/strong> identified to reduce\u00a0pressures caused by work and improve the business as a whole.<\/li>\n<\/ol>\n
Staff will appreciate your dedication to their wellbeing. The fact that you readily take action upon hearing their problems, rather than just letting their comments go in one ear and out the other, is something that should be true of every business. It should not just be a luxury.<\/p>\n
Making every effort to set a good example for your staff, to come to the aid of those who feel downtrodden, and to invest time and effort in building up those that need it will make people feel valued, appreciated, and motivated.<\/p>\n
\nFurther Resources:<\/h3>\n
- \n
- Restaurant Cleaning Schedule Template<\/a><\/li>\n
- Interview Questions for the Hospitality Industry: A Guide for Employers<\/a><\/li>\n
- The Importance of Stocktaking in Hospitality: Guide for Managers<\/a><\/li>\n
- Employee Turnover in Hospitality: Causes and Retention Strategies<\/a><\/li>\n
- Top 8 Skills for a Successful Career in Hospitality\u00a0<\/a><\/li>\n
- Upselling Techniques in Restaurants<\/a><\/li>\n
- How to Motivate a Team<\/a><\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"
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- Look for signs of stress.<\/strong> If a\u00a0person has yet to voice concerns but are showing signs, calmly approach them \u2013 so they don\u2019t feel like they\u2019re being grilled \u2013 and encourage them to talk about how they\u2019re feeling.<\/strong> Remind them that you are looking out for their wellbeing.<\/li>\n
- Present the idea of them receiving training as a way to develop and progress,<\/strong> not as a punishment for performing poorly.<\/li>\n
- Ask them what they think they\u2019ve done well this week.<\/strong>\u00a0This gives them an opportunity to self-reflect and feel proud of their accomplishments.<\/li>\n<\/ul>\n
- Treat each workday as an opportunity to gain satisfaction from your role.<\/strong> To get guests entering and leaving the restaurant doors with beaming smiles on their faces is what it\u2019s all about, and it pays off. Happy guests will keep coming back time and time again.<\/li>\n