Rely on Your Team to Identify a Toxic Restaurant Manager

Hey there restaurant pros.
It’s David Scott Peters and welcome to episode 99 of the restaurant prosperity formula.
I’ve been coaching restaurant owners since 2003.
And the restaurant prosperity formula is based on what the most successful restaurant owners I’ve worked with do on a daily basis to achieve their success.
The basic premise of the formula is centered around achieving prosperity, freedom of your restaurant that financial freedom you deserve.
To achieve prosperity, you have to follow a very specific formula made up for leadership systems training, accountability and taking action.
Today we’re tackling a crucial issue, toxic managers and their impact on your restaurant and more importantly, how to create and maintain a positive work environment.
Let’s get started.
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As a restaurant owner, have you ever noticed the signs of a toxic manager on your team?
Maybe you’ve heard the same people don’t quit jobs, they quit managers.
This couldn’t be more true in our fast paced high stress industry.
Life is too short have managers create a negative atmosphere and fail to lead by example.
Let’s break this down.
Imagine you have a manager who constantly asserts their authority bully staff into compliance and offloads their tasks on to others under the guise of delegation.
Does this sound familiar?
This kind of behavior doesn’t just lower morale, it destroys it.
Respect for the manager dropped significantly and with it, the potential of your team.
Toxic managers repel good workers, the very people who can help you grow and elevate your restaurant to new heights.
Why?
Because micromanagement and a negative attitude becomes unbearable.
The best team members eventually disengaged.
And the last thing they want to do is work with somebody who makes their job a daily struggle.
So what happens then these employees leave high staff turnover then puts immense pressure on the remaining team members.
They have to pick up the slack, which delays projects and impacts the overall workload.
It’s a vicious cycle.
At some point.
Everyone starts to wonder when is this manager going to be fired?
Because let’s face it, anyone who respects themselves the people you want on your team can’t work for somebody who treats others poorly and justifies it.
How do you find out if you have a toxic manager?
Listen to your staff.
Pay attention to what your employees are saying.
Or their reoccurring complaints about a particular manager.
You know, high turnover rates can also be a red flag.
You need to conduct exit interviews when employees leave.
Ask them why their fee to get feedback can provide invaluable insights into managerial issues.
Let’s dive into this.
Listening to your staff is more than just nodding.
Your head when they vet it’s about creating an environment where they feel safe to express their concerns.
For example, when I was operations manager at coyote springs Brewing Company cafe in the early in my career, we had two managers who treated our team members like crap I mean, just really poorly. employees felt they were bullied.
And this drove them away.
I’ve seen it firsthand.
What should you do if you discover you have a toxic manager?
Well, you need to have direct conversation.
Sit down with the manager in question and discuss specific behaviors.
That have been reported.
Use concrete examples and explain how these behaviors impact the team and the restaurant.
You need to be transparent.
Let them know that their behavior is not just a minor issue, but a significant problem that needs to be addressed immediately.
Direct communication be tough.
But it’s necessary.
I want to advise the client who had had to confront a manager about their aggressive behavior.
We prepared for the meeting by listing specific incidents and their impacts on the staff morale and productivity.
This made the conversation focused and productive rather than accusatory.
Remember, it’s not about attacking the manager, but about making them aware of their actions and the need for change.
What should you do when it comes to counseling that manager outline acceptable behaviors clearly defined what behaviors are unacceptable and what you expect moving forward?
Document these expectations to avoid any ambiguity.
Any provide them training, offer management training or workshops to help them that manager develop better leadership skills.
Sometimes toxic behavior stems from a lack of knowledge or even of competence.
Setting expectations is crucial.
In another instance, I worked with a restaurant where the manager didn’t realize their micromanaging was stifling creativity and productivity by setting clear expectations and providing leadership training.
We transformed their approach.
The manager learned to trust their teamwork and productivity soared.
Investing in training shows your commitment to the to their growth and the growth of the business.
Your next steps are follow up regularly.
Check in with both the manager and the team members regularly do assess any changes in behavior.
This helps ensure accountability and shows that you’re serious about improving the work environment.
It gather feedback, continue to solicit feedback from the staff to gauge whether there’s been any improvement at all.
Monitoring progress isn’t well at one time but that it’s an ongoing process.
I can recall a situation where regular check ins with both the manager and the team helped maintain accountability.
It also provided a platform for continued feedback, ensuring that the improvements were being sustained.
These check ins can be informal, which should be consistent.
As you start monitoring progress, you should be prepared to make tough decisions.
If the manager does not improve despite your efforts, it may be necessary to terminate their employment.
Keeping a toxic manager on board can cause more harm than letting them go.
Consider the long term impact.
Remember that a toxic manager can damage your restaurants reputation and hinder your growth.
Acting swiftly is often the best course of action. making tough decisions is a part of being a leader.
There was a time when a member of mine had to let a longtime manager who just couldn’t adapt to be more positive in their leadership style.
Let them go it was a difficult choice.
But ultimately, the team’s morale improved and the restaurants performance followed suit.
Remember the long term health of the business?
Let’s say right, everything’s at stake.
We cannot have toxic people lead our teams they instead destroyed their a couple of things you can do to help make things happen in your restaurant.
You can lead by example, demonstrate the behaviors you want to see in your team.
Jordan leadership sets the tone for the entire restaurant.
You need to encourage teamwork and respect. fostering an environment where collaboration respect and positive reinforcement are the norms, celebrate successes, and recognize the contribution of your staff to foster a positive work environment and fostering a positive culture starts with you.
Lead by example and set the tone.
I worked with a restaurant that implemented regular team building activities and public recognition programs.
This not only boosted morale, but also encouraged a culture of mutual respect and teamwork, celebrating successes, no matter how small to make a big difference.
So how can you do this in your restaurant recognition programs?
Well, you can do this by implementation of well.
Something as simple as employee of the month, that award Now maybe you’re not somebody wants to do that on a routine basis.
But something even simpler shout outs during team meetings, whether they’re pre shift meetings or your monthly or quarterly meetings, shout outs for exceptional work, recognizing your employees who make a difference makes those employees feel valued and motivated to maintain those high standards.
Because you’re changing the culture.
You can implement some team building activities.
They don’t have to be elaborate or expensive, simple, simple activities, like Team lunches after workouts or even in house competitions can build camaraderie and strengthened team bonds.
When your team feels connected, they’re more likely to support each other and work together effectively.

growth and development opportunities these are important. offer training sessions, workshops or even access to online courses.
This not only improves their skills but also shows that you’re invested in their professional development.
Employees are more likely to stay with an employer who supports their career growth.
Feedback.
Well, this is important but having feedback and a feedback friendly environment.
That’s really important.
Encourage your team to share their thoughts and suggestions without fear of retaliation, regularly asked for their input on various aspects of the restaurant from menu ideas to workflow.
This is how your restaurant improves.
This not only makes them feel valuable, but it also gives them value.
It gives you valuable insight that can help improve your operations.
The people who do the job six eight hours a day know better than most.
You need to address the conflicts properly and fairly.
When conflicts arise, handle them with a clear, unbiased approach.
Listen to all parties involved and work towards a resolution that is fair and constructive.
Ignoring conflicts or showing favoritism can quickly erode trust in morale.
Opening communication is the backbone of a positive workplace.
Ensure that you have multiple channels with for feedback such as the suggestion box or regular one on one meetings and well amount of surveys.
Those can be powerful.
This allowed employees to voice their concerns and suggestions without well fear of reprisal in one of the restaurants I consulted for, we established a weekly feedback session where employees can openly discuss their concerns and ideas with management.
This was a simple lunch with the owner.
Right you eat lunch every single day.
So there is one employee every week, every day depending on what your schedule like that you’re gonna have lunch with.
This practice not only improved communication but also made employees feel more engaged and valued.
A diverse and inclusive workplace fosters creativity and innovation, encourage a culture where all employees and I mean all employees regardless of the background, feel respected and valued.
This can be achieved through diversity training programs and policies that promote equal opportunities in a diverse restaurant team.
Different perspectives can lead to a unique solution to the most common problems inclusivity ensures that everyone feels they belong and can contribute to the restaurant success.
Employee Wellness directly impacts productivity and job satisfaction.
Implement wellness programs that support physical and mental health This could include offering gym memberships, organized stress management workshops are providing healthy meal options.
Maintaining a healthy work life balance is essential for employee satisfaction and retention.
Encourage your staff to take regular breaks and time off.
Flexible scheduling can help employees manage their personal and professional lives more effectively.
Restaurants I work with?
Well they often have flexible scheduling systems that allow employees to swap shifts easily and request time off in advance.
Now of course with management approval, but for the most part these things are going to happen.
Why?
Because this kind of flexibility helps reduce burnout and improve employee morale.
Celebrating milestones and achievements, both big and small, can significantly boost morale.
Recognize individual and team accomplishments regularly this could be through awards, bonuses or public acknowledgement during TV.
In a restaurant that I advise, we introduce a daily pre shift section where we recognize top performers and celebrate team successes.
This practice fosters a sense of accomplishment and motivated employees to continue performing at their best.
A strong onboarding program sets the tone for new hires and helps them well integrate into the team smoothly ensuring that your onboarding process includes thorough training, introductions to team members and a clear escalation of your restaurants values and expectations.
This helps new employees feel welcomed and set them up for success from day one.
Investing in your employees education and career development shows that you value them and are committed to their growth.
This can include sponsoring certifications, or providing opportunities for cross training.
By helping your employees advance their careers.
You create Well, a more skilled and loyal workforce.
Now fair compensation is crucial to attracting and retaining top talent among a list of other things.
That make you an employer of choice.
But ensuring your pay rates are competitive.
It’s important because if you’re competitive with other restaurants in your area, and the benefits that you offer, such as employee meals paid time off, and again, flexible schedules you can attract and keep good people.
You need to regularly review and adjust your compensation packages that reflect the changes in the industry which had been rampid recently and the cost of living.
Think about inflation and how far anyone’s dollar is going today.
The physical environment of your restaurant can also impact employee morale.
Ensure that your restaurant is clean, safe and well maintained provide comfortable break areas where employees can relax and recharge during the shift.
A positive work environment can enhance job satisfaction and reduce stress.
One restaurant I consulted for Made Simple changes to improve their work environments such as upgrading the staff break room with comfortable seating and providing complimentary snacks and beverages.
These small investments are having a big impact on employee morale and productivity. transparency and open communication are key to building trust with your team. share important information about the restaurants performance goals and changes that you want to see in your staff.
Encourage open an open door policy where employees feel comfortable bringing up concerns and suggestions directly to management.
In a successful example, a restaurant implemented regular manager meetings where ownership shared updates on business performance and upcoming changes.
This transparency helped build trust and made the managers feel more connected to the restaurant success.
Now burnout is a common issue in the restaurant industry due to long work hours and high stress.
Be proactive and recognize the signs of burnout and address it before it becomes a major issue.
This can create that toxicity.
Encourage employees that take breaks, provide support resources and promote a healthy work life balance.
A culture of respect and inclusion is essential for a positive work environment.
Ensure that all employees feel valued and respected regardless of their background or position. promote diversity and inclusion through training programs and inclusive policies.
Giving employees a sense of autonomy can also boost their job satisfaction and performance.
Empower your team by allowing them to make decisions within their roles and encourage them to take ownership of their tasks.
Trusting your employees to make decisions shows you value their judgment and capabilities.
For example, in a restaurant I worked with, we implemented a system where employees could suggest and implement improvements in the work areas.
This not only improved efficiencies but also gave employees a sense of ownership and pride in their work. when issues arise, address them properly and fairly.
Avoid letting problems fester or ignoring them, as this could lead to resentment and a toxic work environment. handle conflicts and complaints with a fair and unbiased approach ensuring that all parties are heard and respected.
Strong leadership is essential for a positive work environment.
Be present engage with your team. demonstrate your commitment to their success lead by example.
Showing the behaviors and attitudes you expect from your employees in one restaurant.
The owner made it a point to spend time working alongside staff during busy periods.
This hands on leadership approach not only boosted morale but also helped the owner understand the team’s challenges and needs better.
Employees are more likely to stay with a restaurant if they see a clear path for advancement.
Provide opportunities for career growth, such as promotions, additional responsibilities and skill development.
Make sure employees know that their hard work and dedication can lead to advancement within the company.
Regular performance reviews are essential for providing feedback and setting goals.
Using these reviews to recognize accomplishments, identify areas for improvement and set clear expectations for the future.
Powerful.
Make the process constructive and collaborative.
Focus on growth and development.
This can make a major change in your business. to ramp up a great restaurant isn’t just about the food.
It’s about the people, ensuring you have a healthy, positive work.
Environment is key to achieving prosperity and freedom from your business.
Don’t let the toxic manager derail your success by identifying issues early, communicating clearly setting expectations monitoring progress, taking decisive action and promoting a positive culture you can create a thriving restaurant environment where everyone prospers.
Until next time, take care and keep striving for that prosperity.
Hey, that was an awesome episode.
I want to thank you for taking the time to take action on building a better more prosperous restaurant.
Before you go.
I want to give you these three thoughts.
One by combining leadership and taking action with systems and training being checked by accountability.
You are on your way to creating prosperity for you and your restaurant, too.
I have something I need from you.
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For more restaurant resources or to get in contact with me.
Connect with me at David Scott peters.com.
Be passionate about what you’re doing.
Be persistent, but more importantly become better and help everyone around you become better and your restaurant is going to kick some ass.