Leading the Way: How to Hire and Develop Effective Restaurant Managers

Management is the backbone of any successful restaurant operation. A multifaceted and vital position, the role of a manager impacts everything from daily operations to customer satisfaction. A well-trained restaurant manager ensures that the entire operation runs smoothly,  keeps staff motivated, and prioritizes the customer experience.

With the right management staff in place, restaurants can maintain consistent quality of service, constantly improve financial performance, and foster a positive work environment. That being said, the task of hiring and training the right restaurant manager is not a simple endeavor. It is an investment of time and effort  that when done strategically can pay off in dividends.

There are several essential steps involved in hiring and training effective restaurant managers. In this blog post, you will learn the skills and qualities needed, the recruitment process, and how to ensure that managers are equipped to excel in their roles. By focusing on these areas, restaurants can build a strong management team that drives business toward success.

Defining the Role

Before beginning the hiring process, it’s crucial to clearly define the role of a restaurant manager. Restaurant managers can have varying levels of responsibility, so it’s important to understand what the role will entail at your specific establishment. In many cases, restaurant managers are responsible for overseeing day-to-day operations, managing staff, ensuring excellent customer service, handling inventory, coordinating shifts, and addressing customer complaints.

Some managers take on a broader range of responsibilities, essentially assuming many of the owner’s duties—such as maintaining health and safety standards, monitoring financial performance, and implementing marketing strategies. In other situations, the manager may serve more as a second-in-command, supporting the owner’s leadership while handling more limited tasks.

Regardless of the extent of their responsibilities, all restaurant managers must possess strong leadership, effective communication skills, and excellent problem-solving abilities. They should also be able to multitask in a fast-paced environment.

Sourcing Candidates

Finding the right candidates for the restaurant manager position can be challenging. There are several ways to source potential candidates:

• Job boards like Indeed or LinkedIn 

• Networking events and industry job fairs

• Promoting from within the existing team 

• Referrals

Conducting Interviews

The interview process is critical in identifying the right candidate. During interviews, it’s important to ask behavioral questions to gauge how well candidates will handle specific situations. Asking questions such as “Tell me about a time when you had to resolve a conflict between two employees” can reveal insights into a candidate's problem-solving abilities and communication skills.

Assessing leadership potential and determining how well candidates manage stress, particularly when under pressure during busy times, are also evaluation musts. Understanding a potential manager’s ability to maintain composure and lead a team during peak periods like the dinner rush will provide a clear indication of their potential for success.

•  Evaluating Experience

While experience in the hospitality industry is a significant advantage, it’s also important to weigh a candidate’s potential against their experience. Though a candidate with extensive experience in restaurant management may bring essential skills and relevant knowledge, don’t discount candidates from other industries with transferable skills, such as consulting, manufacturing, retail management, or production.

These fields often require strong decision-making abilities, people management experience, and financial acumen—qualities that are equally valuable in the restaurant environment. Look for evidence of these skills, as well as any relevant certifications, such as food safety training or formal management courses, which can also be a plus.

Training Restaurant Managers

•  Onboarding 

Once you’ve hired a manager, the next step is onboarding. A comprehensive onboarding process ensures that new managers understand the restaurant's policies, procedures, and values. This should include training on the systems and software used for scheduling, inventory management, and point-of-sale transactions.

Providing new managers with a thorough understanding of the restaurant’s vision and expectations will set the stage for a successful tenure.

•  Shadowing 

One of the most effective ways to train a new manager is through shadowing and hands-on experience. Pair them with an experienced manager or senior team member who can provide guidance and mentorship. Allow the new manager to observe the daily operations, from managing the front-of-house to overseeing the kitchen.

Gradually increase their responsibilities as they become more comfortable in the role. This hands-on approach allows them to learn practical skills while receiving feedback and support from their mentor.

•  Leadership Solutions and Communication Skills

Effective leadership and communication are central to the role of a restaurant manager. To help new managers build these skills, offer training in conflict resolution, team dynamics, and customer relations.

Role-playing scenarios, such as handling an upset customer or mediating a staff conflict, can help managers develop the communication strategies necessary for navigating challenging situations. Equipping them with the tools to handle these scenarios in a professional and calm manner is key to creating a harmonious work environment and ensuring customer satisfaction.

•  Delivering Exceptional Customer Service 

A manager’s ability to interact with guests and deliver exceptional customer service is a reflection of the restaurant’s overall experience. It’s essential to train managers on the importance of customer service standards, from greeting guests to addressing complaints. Provide them with strategies for ensuring that every customer has a positive dining experience, such as checking in with guests during their meal, resolving issues promptly, and maintaining a friendly, professional demeanor. A great restaurant manager knows that customer satisfaction directly impacts the restaurant’s reputation and profitability.

•  Financial Management Training

Restaurant managers must have a strong understanding of financial management to make informed decisions about payroll, budgeting, menu engineering, and inventory management. Training should include how to analyze sales data, monitor profit margins, and adjust prices when necessary. They should be educated on ways to identify areas for cost savings, such as minimizing food waste or optimizing staffing levels at both slow and busy times.

A well-rounded manager is also able to make decisions that contribute to the restaurant’s bottom line without compromising quality or service.

•  Ongoing Education

Because a restaurant manager’s  skill set should be ever-evolving  to keep up with technology, trends, management techniques, and consumer patterns,  managers should be encouraged to continue learning. Offering access to workshops, industry seminars, and online courses helps to foster a growth-oriented  mindset and keeps your management team engaged and current. 

Supporting Manager Success

• Regular Check-Ins and Feedback

To ensure the success of your restaurant management staff,  regular check-ins and feedback sessions are crucial. Schedule one-on-one meetings to discuss performance, identify challenges, and offer guidance. Constructive feedback is essential for helping managers grow and address  situations before they become problems.

• Empowering Managers

Empowering your managers by providing them with the autonomy to make decisions fosters confidence and accountability. When managers feel trusted, they are more likely to take ownership of their responsibilities and make decisions that align with the restaurant’s values and goals.

• Building a Strong Relationship

A positive and open relationship between managers and owners is essential for success. By maintaining regular communication to ensure that everyone is aligned on goals and expectations, managers feel supported and valued by leadership, helping them to thrive in their roles.

Take Away

A restaurant's success is directly tied to the strength of its leadership. By hiring the right managers, providing thorough training, and offering continuous support, restaurant owners can cultivate a positive environment that promotes employee satisfaction.

Selecting managers who are not only skilled but also aligned with the restaurant’s culture, investing in their growth through targeted training, and committing to their ongoing development will lead to smoother operations, enhanced customer experiences, and ultimately, greater profitability.

FAQs

What qualifications should I look for when hiring a restaurant manager?

When hiring a restaurant manager, look for candidates with a mix of relevant experience and key skills. While a background in the hospitality industry is valuable, transferable skills from fields like retail or production management can also be beneficial. Key qualifications include strong leadership, excellent communication, problem-solving abilities, and financial acumen.

Should I promote from within or hire externally for a restaurant manager position?

Promoting from within can be a great option, as internal candidates already understand the restaurant's culture and operations. However, hiring externally allows you to bring in fresh perspectives and experience. The decision should depend on the availability of qualified internal candidates and the specific needs of your restaurant.

How do I assess a candidate's leadership potential during an interview?

To assess leadership potential, ask behavioral questions that focus on past experiences. For example, ask how the candidate has handled challenging situations like employee conflicts or busy shifts.

What should be included in the restaurant manager onboarding process?

A comprehensive onboarding process that introduces the new manager to your restaurant's culture, values, and operations should include training on key policies, systems, and software, as well as familiarizing them with staff roles and responsibilities.

How can I ensure my restaurant manager is successful in the long term?

Regular check-ins, constructive feedback, and ongoing development opportunities are essential. Empowering your manager to make decisions and take ownership of their responsibilities, encouraging professional growth through workshops or industry seminars, and creating a supportive environment all play a role that leads to long-term success.

By Eileen Strauss