7 Steps to Developing a Strong Leadership Team at Your Restaurant

Running a successful restaurant isn't just about having a great menu or a beautiful dining space-it's about having a strong leadership team that keeps everything running smoothly. Whether you're preparing to open a new location or have been in business for a decade, taking a step back to assess your management team can make all the difference. Leadership and management are the backbone of any thriving restaurant, and by following a few fundamental steps, you can ensure that your team is well-structured, well-trained, and highly effective.

Step 1: Establish a Clear Organizational Structure

Many restaurant owners overlook the importance of an organizational chart, assuming it's only necessary for large corporations. However, even a small restaurant generating $1.5 to $2 million annually benefits from defining its leadership structure. Having an org chart helps clarify roles and responsibilities, ensuring that everyone knows who they report to and what their function is.

For example, a typical leadership structure might include:

• Owner - Oversees the business as a whole
• General Manager (GM) - Runs the day-to-day operations
• Kitchen Manager or Executive Chef - Supervises the kitchen staff
• Front-of-House Manager - Ensures smooth guest service
• Assistant Managers - Support both front- and back-of-house operations

By laying out this hierarchy, communication becomes clearer, and employees know where to go for guidance and support.

Step 2: Develop Clear Job Descriptions

Once you have an organizational chart, the next step is to define each position with a job description. These don't need to be overly detailed, but they should provide enough information so that each manager understands their responsibilities and expectations.

A well-written job description should include:

• Job Title
• Who They Report To
• Key Responsibilities
• Required Skills and Experience

Titles matter, too. Some restaurants use terms like "chef" and "kitchen manager" interchangeably, but they serve different purposes. Defining each role ensures that everyone is aligned on their duties and helps avoid confusion.

Step 3: Recruiting and Developing Your Team

Once your leadership structure is in place, it's time to evaluate your current team. Are they the right people for the job? Do they have the skills and motivation to grow with your business?

Hiring the right people is only part of the equation. You also need to invest in training and development. A strong leadership team is built over time by coaching employees, providing ongoing education, and setting clear expectations.

Step 4: The Balance Between Leadership and Management

There's an important distinction between management and leadership in the restaurant industry:

• Management is about running the day-to-day-ensuring checklists are completed, schedules are set, and systems are followed.
• Leadership is about vision, team development, and fostering a positive culture.

Both are crucial, but leadership is what makes employees feel valued and keeps them engaged. A great leader builds a strong team, supports their development, and creates an environment where employees want to stay and grow.

Step 5: Implementing Systems for Success

To ensure smooth operations, your leadership team must have effective systems in place. This includes:

• Daily and Weekly Manager Meetings - A crucial tool for communication, problem-solving, and team building.
• Pre-Shift Meetings - Quick check-ins with staff to align on daily priorities and boost morale.
• Responsibilities List - A clear breakdown of who handles what, from ordering supplies to managing marketing efforts.

Step 6: The Power of Public Recognition

Praise in public, correct in private. One of the simplest yet most effective leadership tools is recognizing employees for their contributions. Public recognition-whether through an Employee of the Month program, a shout-out during a meeting, or a simple "thank you" at the end of a shift-goes a long way in building morale and loyalty.

Step 7: Engaging Your Team in Decision-Making

When employees feel included in decisions, they take greater ownership of their work. Instead of dictating changes, involve your team in discussions. For instance, if you're updating the menu, ask for input from servers and kitchen staff-they have firsthand knowledge of what customers love.

Similarly, giving employees small leadership opportunities-like overseeing a project or mentoring a new hire-can help them grow into future management roles.

Conclusion: Building a Leadership-Driven Culture

A well-structured leadership team is the foundation of a successful restaurant. By taking the time to define roles, develop job descriptions, recruit the right people, and implement strong management systems, you create a restaurant that runs smoothly and efficiently.

Remember, leadership isn't just about managing shifts-it's about inspiring and developing a team that is committed to excellence. With the right leadership, your restaurant can not only survive but thrive for years to come.

Darren Dennington is the Owner and Founder of Service With Style, a secret shopping service dedicated to restaurants & hospitality. A long time industry veteran, Darren also consults and coaches restaurant operators on their operational and marketing strategies. In addition Darren presents the Restaurant Management 201 Workshop at Restaurant Industry Trade Shows around the country. Click here to see where and when the next session is available.

Jaime Oikle is the Owner & Founder of RunningRestaurants.com, a comprehensive web site for restaurant owners & managers filled with marketing, operations, service, people & tech tips to help restaurants profit and succeed.