Maximize Your Restaurant Team Leadership Potential

Strategy and Tactics to Develop a Leadership Pipeline to Maximize Your Restaurant’s Potential

The Pain Points of Identifying Leadership in a Restaurant

There are typically three main pain points that owners and/or managers have when it comes to building out their leadership pipelines.

Limited Visibility: With many employees working in different roles and shifts, it can be challenging to form a complete picture of everyone’s performance.

Limited Time: You already have a lot on your plate, and finding the time to observe and assess every employee over a significant period can be difficult.

Limited Resources: Investing in leadership training can be expensive, and it can be challenging to identify the employees who will benefit the most from it.

Six Tips and Tactics to Grow Your Restaurant’s Leadership Pipeline

Did you say “amen” after reading those pain points? We hear you. It’s tough enough to manage the day-to-day operations of your restaurant, and it feels even more challenging to invest far into the future – which is what a leadership pipeline is all about. However, consider where you want your restaurant – and yourself personally – to be in 10 years.

Would you like to have a thriving restaurant without being involved in the day-to-day? Would you like a trusted team of multiple leaders to run things without much oversight from you?

If that sounds amazing and exactly like what you’re shooting for, you must take the time now, not later, to invest in those people. These six tips and tactics are an excellent way to achieve your personal and professional goals.

1. Start With Performance Metrics 

Determine the metrics that matter most to your restaurant, such as customer satisfaction and sales. Use these metrics to identify current team members who consistently exceed expectations. 

2. Look For Initiative and Responsibility 

Employees who take initiative and responsibility for their work are the ones you should consider for leadership opportunities. These traits seem simple, but they are essential for leadership, and only some possess them. Take note of team members who suggest improvements and go above and beyond their duties, as this indicates that it isn’t just a job to them – it matters. 

3. Observe Communication Skills 

Communication is the crux of leadership, and observing how well your employees communicate will help you identify those with leadership potential. In addition, are they teachable enough to improve even further? You’re seeking excellent listeners who give and receive constructive feedback and provide clear instructions when called upon.

4. Conduct One-On-One Meetings 

One-on-one meetings with employees can provide valuable insights into their aspirations and goals for career advancement within your business.

5. Offer Training and Mentorship 

Offering leadership training and mentorship will help you spot which employees are willing to learn and want to grow. It also ensures they get to where they need to be and enables you to develop the leadership pipeline you need for the long-term success of your restaurant.

6. Encourage Feedback 

Motivate your employees to give feedback about how you can improve your leadership style and provide valuable insights into the needs and aspirations of your team.

A Strong Leadership Pipeline = a Strong Restaurant

Whether your goal is to expand to multiple locations or create a national franchise, a strong leadership pipeline is essential for the growth and success of your restaurant. It can take years to build out this resource, so don’t wait! Begin investing in the team members you’re identifying now to become the leaders you will need in the future.