7 Best Ways to Handle Employee Performance Issues in High-Turnover Restaurant Teams
Overview:
Managing employee performance in restaurants, especially in high-turnover environments, can be tricky. With busy schedules, sick days, and personal challenges, it's easy for performance to drop off. However, by focusing on outcomes and communication rather than just attendance, managers can create a positive, productive work environment without burning out their team. Let's explore the seven best ways to handle these issues without escalating tension and keeping your restaurant running smoothly.
1. Focus on Performance, Not Attendance
The main goal for restaurant managers should be ensuring tasks are completed, not just counting hours. If your team gets their work done efficiently, it doesn't always matter how long they are on the clock. Prioritize what needs to be done and have regular check-ins to confirm that everything is on track. As one manager put it, "You pay for the work, not for them to show up."
2. Have Honest Conversations
Sometimes, personal issues might be the reason behind a dip in performance. Don’t just jump to conclusions or assume the worst—ask your employees how they're doing. A quick, honest chat can sometimes reveal if they're overwhelmed or going through a rough patch. One commenter noted, "Be a human first and a manager second in this situation, and see how far that gets you before discipline."
3. Set Clear Expectations
Without clear standards, employees may not know what is expected of them. Regularly review tasks and goals with your team to ensure everyone is aligned. Create simple routines, like weekly check-ins, to go over what has been completed and what still needs attention. A consistent approach helps avoid surprises and sets everyone up for success.
4. Address Issues Early
Waiting too long to bring up performance concerns only makes things worse. Document any patterns of missed shifts, incomplete tasks, or complaints early on. That way, you’ll have a solid foundation to discuss the issues when the time comes, without it feeling like a surprise attack. As one seasoned manager said, "Document every absence. Once you have a pattern, you can approach the person."
5. Avoid Arbitrary Rules Without a System
Introducing new rules or sudden penalties without a system in place can backfire. Before enforcing doctor’s notes or unpaid time off, make sure your team understands why these policies are in place. Better yet, involve them in the process so they feel a sense of ownership. One commenter warned, "Don't start arbitrary practices until there is a system in place."
6. Incentivize Positive Behavior
Rather than punishing poor attendance, consider offering rewards for great performance. Positive reinforcement, like extra PTO or flexible scheduling, can motivate your team to stay on top of their work. This creates a win-win situation: your employees stay happy, and the job gets done. As one comment suggested, “You create a much happier team by giving them more time off and increasing productivity.”
7. Know When to Escalate
At the end of the day, some employees might not be a good fit. If you've tried everything—from clear communication to incentives—and the work still isn’t up to standard, it might be time to let them go. But before you do, make sure you have documentation of their performance issues and have offered support. One manager noted, “After dozens of conversations, I should have let them go earlier.”
By focusing on these seven strategies, restaurant managers can maintain a productive team while also addressing any performance concerns in a positive, proactive way. Remember, the key is to communicate, document, and offer solutions before things get out of hand.
