Was sind die besten Möglichkeiten, um als Restaurantleiter ein positives Arbeitsumfeld zu schaffen?

Communication can be in many forms and it’s very important to recognise which form of communication suits each employee best. While we all have to send out generic emails and messages to the entire team it’s vital that direct communication to each employee is in their favoured message. For example having 1 on 1 talks with a specific employee to have discussions then following up with an email on what was discussed has helped me immensely.

COMMUNICATION , buy expressing Your gratitude to employees. You can take the time to write a personal thank-you note or an email that conveys your genuine appreciation, including recognition of their hard work and acknowledgment of their professional growth. This method of appreciation for employees shows that you put extra thought and effort into it, so it can be more meaningful. That makes feel employees Welcomed and Valued .

Working side by side with your staff! They see you working as hard as they do! You see the difference in teamwork, accountability and friendship

Knowing your team is key with this. Everyone likes to be recognised and rewarded in their own way and knowing and utilising this is the best thing to make your team actually feel great! Some people like money, some food, some just a general praise to the entire team, and most importantly some like to have it recognised with more training upwards within your organisation, meaning you get double the benefit as you’re training your next potential manager and they’re extra happy.

Training is the single most important part of being a restaurant manager. As restaurant managers we can get caught up thinking of everything else going on but if you lack training nothing else will work long term. Many times I have seen managers ‘give up’ on employees when all they needed was a different style of training. It’s important to build a connection with each person, find out how they learn best, and be the best educator you can be for them. As a restaurant manager your time is strained so the focus should be training others on how to train people effectively, then stepping in with other employees when they need further training or to take them to the next level of training.

Teamwork starts at the top, if you as a manager aren’t a team player then you can’t expect your employees to contribute. Building up the trust within your team that you can help whenever and wherever is a key in building a great culture of teamwork. The other key thing is to build connections with your team as more than just boss and employees, but as a leader. Getting to know them and being able to talk about their interests, what they have going on outside of the workplace, and anything will make them like you and work harder for you and more likely to be part of the team. Encouraging your other leaders in your restaurant to do the same will build an amazing culture of teamwork in your restaurant.

Dealing with conflicts is one of the worst parts of the jobs, but one of the most critical. If done incorrectly you will lose any trust and rapport you had with the team. It’s vital to stop any conflict that’s affecting service immediately but to deal with it as soon as you can after when everyone is more settled. Build the confidence with the party effected by communicating with them and make sure you gather all the evidence before speaking to the parties involved.