Methods for Restaurant OWNER-OPERATORS to Improve Employee Performance & Retention

STEP 1 – Provide Comprehensive Initial Training

Great training builds enthusiasm and empowers employees to maximize their contributions to your restaurant business's success. It is important for you to provide top-level training if you demand top-level performance.  Leadership is a top-down deal, and you get what you put in. 

STEP 2 – Objective Performance Review

You have taken step one and trained staff properly, but you are having problems. How do you deal with the problems and adhere to employment standards? The answer is “Progressive Discipline”. If problems persist with an employee, it starts with a Performance Review, where you identify problem points that need fixing. You need to clarify in writing exactly what is working and what is not working, based on objective performance criteria for a specific job position. The idea is that you provide a fair opportunity for people to improve, based on identifying deficiencies and providing clear solutions. This sends your staff a message that you care enough to make the effort, which builds commitment to you.

STEP 3 – Written Warning

You have (1) trained properly, and (2) given a Performance Review, but your problems persist…what now? Provide written notice of problems identified in the Performance Review that have not improved, and a warning that failure to correct may result in a suspension or termination of employment. Now you have taken 3 steps to support the employee’s development, and you have typically fulfilled your obligations as an employer. And very importantly, you have shown all employees that you support your staff.

STEP 4 – Potential Termination of Employment

If problems persist, now you are in a fair position to let an employee go. In review, here are the steps:

1. Train properly for every job position

2. Conduct a Performance Review. Praise successes, identify problems, and clarify corrective measures

3. Conduct 2nd Review, identify persistent problems, and provide a written warning

4. If problems persist, then you may need to terminate the employee

Conclusion 

Remember, this process helps you adhere to the Employment Standards Act (ESA), but also shows your entire staff that you have an objective process that supports workers.  Identifying problems (and the solutions) provides a fair opportunity for employees to make critical changes and protect their job security.

Employee retention is a big challenge for restaurant business owners, and you need to earn the respect and commitment of your staff while building success as a business. The Employment Standards Act can protect employers and employees alike, but you need to know how to make it work for you. Memorize these Progressive Discipline processes and (1) improve your training results, (2) increase employee retention, and (3) avoid unnecessary lawsuits and/or arbitration brought under the ESA.

There you have it, a strong team starts with strong leadership, AND strong leadership is all about team building. Tried and tested methods, such as Employee Performance Reviews and Progressive Discipline methods, will keep you respected and protected as a restaurant owner and boss.