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It’s getting harder and harder to find effective managers, especially as more jobs open up in other industries.
Now more than ever, it’s important to implement a career progression restaurant training model, grooming your lower-level staff for management positions. When you hire managers from outside your operation, it takes time to train them in your policies and procedures. It’s especially valuable to designate a mentor for employees who show the aptitude and desire to move up the ladder.

Trumpet the accomplishments of any employee who works his or her way into a management position. For new hires, there’s often a lengthy period of adjustment in a business that can ill afford down-time. When you develop your own managers, however, they’re already comfortable with their co-workers and in tune, if not experienced, with the various positions in your operation. You can formalize the program by following a restaurant-specific career progression curriculum, complete with learning objectives, reachable milestones and certificates of completion.

The best floor manager or assistant manager, for example, is often a former server who has “been there, done that.” Your former prep cook turned kitchen manager will be able to relate well to the employees now under his or her supervision.
The enthusiasm created could become infectious, lighting a fire under other future managers.

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