restaurant employee evaluations

For many restaurateurs, restaurant employee evaluations can be a daunting and uncomfortable task, but they don’t need to be. Conducting employee evaluations for your staff opens lines of communication, and helps your restaurant run efficiently.

In order to conduct employee evaluations effectively (and less awkwardly) establish a system within your restaurant, and stick to it for every employee.

Start Here

The first step in your system should be to review employees on a schedule, perhaps at the one-year anniversary of their hire. It is important to keep money out of the conversation when talking about performance. It relieves the pressure and anxiety for both parties, and the meeting can stay productive and focused on performance. Schedule compensation conversations for everyone once a year, perhaps around your fiscal calendar. This is helpful in getting all employees on the same schedule, and you can budget accurately for your next fiscal year.

restaurant owner using an iPad

Think About What’s Important To Your Restaurant

Before sitting down with any employee, create a template for yourself so that each employee is afforded the same evaluation, and helps keep the conversation on track when meeting with an employee. You’ll want to consider your restaurant mission statement, hiring standards, and overall values.

In order to conduct employee evaluations effectively (and less awkwardly) establish a system within your restaurant, and stick to it for every employee.

Think about setting up your evaluation in 3 sections: Qualities, Goals, and Comments.

Begin with a ranking of important qualities. Make a list, and mark each as either unsatisfactory, satisfactory, good, excellent.

Why is turnover is so high, what is the actual cost, and how do you fix it? Find the answers in our Staff Management ebook.

Download The Guide

Some examples of qualities you may want to include:

  • Punctuality
  • Attendance
  • Communication Skills
  • Takes Initiative
  • Productivity
  • Honesty
  • Coworker Relations
  • Consistency of Work
  • Customer Service
  • Attention to Detail

For the second section of your restaurant employee evaluation, focus on goals. Did the person achieve the goals set for this period? If not, how can he/she achieve them? Do they need more resources or training?

Next, think about what goals you want to set for the next review period. Does this person need to continue working toward unmet goals, or are they ready for something new? Ask for input directly. Maybe this employee wants to learn more about wine or is feeling ready for a management position.

restaurant employees at work

Save Room For Open Communication

Lastly, include an open comment section, and be sure that this works both ways. Employee evaluations are the perfect time for you to ask for input on your performance also. You want your restaurant to have a reputation as a good place to work, and this is an opportunity to ask employees for feedback.

Think about setting up your evaluation in 3 sections: Qualities, Goals, and Comments.

Always remember that a successful employee evaluation should conclude with both parties feeling heard and empowered. The purpose of these meetings is to build trust, open communication and ultimately to improve your restaurant.

Written by   |  
Kristin lives on the West Side of Providence with her wine blogger husband. When she's not co-hosting their monthly wine tastings, she's planning her next travel adventure and daydreaming about Spanish jamón. She can often be found pouring over travel guides at her favorite neighborhood spot, Nick's on Broadway.