4 Myths About Successful Restaurant Managers

People don’t quit bad jobs, they quit bad bosses.

This is on the tip of everyone’s tongue as employers scramble to stay staffed during “The Great Resignation.” And since the restaurant industry sees some of the highest rates of turnover, it makes one wonder: What makes a successful restaurant manager? Here are some common misconceptions about how to identify successful restaurant managers:

High-Performers Make Good Managers

It happens all the time. A top-performing employee gets promoted, but everything falls to pieces when they start managing a team. Yes, a restaurant manager who rolls up their sleeves when things are busy is valuable. But managers who have always excelled in the roles they now oversee may get impatient and try to do everything themselves. They often forget to empower their team by properly delegating tasks and training employees.

They’re Either Natural Leaders or They’re Not

Yes, some people just have a knack for leadership. And yes, other people just are not the management type. But, struggling in one leadership role does not always mean that someone is completely unfit for management in general. Different personalities are better suited for different environments, and there is no shortage of variety in the restaurant industry. Someone who struggles with leading a small, intimate café might find that they thrive on managing high-volume restaurant concepts.

They Draw A Thick Line Between Personal and Private Life

Life is messy. While it would be great if personal problems never affected anyone’s work performance, that just is not reality. Life happens, shifts need to change, energy levels vary, and emotions run high (especially in restaurants) Obviously, management should maintain a certain amount of professionalism, but the best managers keep up with their employees’ lives. Seeing compassionate leaders who will support a life outside of the restaurant can go a long way in keeping teams resilient and reducing turnover.

They Have a Degree

A college degree does not necessarily equate to strong leadership abilities. It may be helpful when handling the business aspects of managing a restaurant, but those skills can often be learned on the job through years of experience or even through certifications.

A great way to discover if a candidate has leadership potential is through skills and personality assessments and a thorough interview process. The restaurant recruiters with Horizon Hospitality use analytic strategies to identify the right leaders for restaurants. Contact us today to learn how we can help!



Leave a Reply

Your email address will not be published. Required fields are marked *