Maintaining strong rapport between managers and employees is essential to a healthy business. Although a restaurant management consultant can determine exactly where managerial tactics are lacking, there are a few mannerisms and habits of which a manager can be mindful and use to initiate positive change at work.
How to Improve Restaurant Management Services:
Strategic Role Assignments
In order to most efficiently tackle a project, roles and responsibilities must be strategically assigned. At first, a manager might get to know the dynamics of her team through trial and error. However, it should be clear quickly who excels in which capacities and with which tasks. Not everyone does well with strict parameters and decisive direction. Nor does everyone do well with the freedom to create from scratch. Bypass some of the trial and error by setting meetings early on in the team formation. Find out who likes what type of guidance, who can lead and who can weave creativity and momentum throughout the process.
Constructive Criticism and Positive Affirmation
Don’t praise when it’s undeserved, but don’t forget to thank employees! When employees do a good job, the business does well, and they are to thank. Positive affirmations keep employees excited about progress and instill a sense of momentum in their work. It isn’t always easy to detect when a job has been done well, so it’s important to let subordinates know when they’re on the right track.
On the flip side, employees also need to hear constructive criticism. Harsh verbal cues and financial consequences might behaviorally teach an employee not to repeat a certain action, but criticism that is constructive will go a long way. If an employee makes a mistake, tell them. You don’t have to sugar coat it with praise, but you can let them know an impermissible error has been made and that it is a learning opportunity. Point out what the employee did well and how the employee can and will improve next time. If improvement isn’t easily understood, set up a regular check-in with that employee on the next project. They’re here to learn from you, the manager, so be sure to fill that role. It will better develop your managerial skills and ensure that the employee improves in his role, too.
If you tell your employees to work a certain way, do the same. Practicing what you preach reinforces the ideal behavior in employees and builds a line of trust with you and them. If employees look up to and respect you, they are more likely to want to do well- for their growth and your acknowledgment.
Practice soft management by learning to listen actively as employees discuss projects and team dynamics directly or abstractly. Active listening requires tuning in and reading between the lines. Taking what an employee says at face value isn’t always enough. Listen to dialogue amongst team members and combine it with what employees complain about or praise. What do the employees need to build or maintain momentum? By listening thoroughly and following up with measurable action, managers improve team performance and establish more trusting relationships with their subordinates.
Be a Mentor
By nature, we like to learn and improve in whichever areas we perform. You have the most experience in your group- share it! Employees with mentors achieve higher results and go furthest in their professional endeavors.
We are all human, and it’s okay to mess up. If you make a mistake or sense disruption amongst your team, schedule one-on-one’s to determine how you are failing as the leader. You might need to harness skills to meet specific employee or group dynamic needs. Always acknowledge that you are not perfect and that you want to improve so your team can grow and accomplish greater goals together.
For more managerial insights and information on restaurant management software, get in touch with our team at Glimpse Performance Insights.