Staff Management Guide
Staff management overview
Section titled “Staff management overview”Your team is the venue’s most important asset. Effective staff management improves morale, reduces turnover, and directly impacts guest experience quality.
Hiring
Section titled “Hiring”Writing a job description
Section titled “Writing a job description”A good job description includes:
- Job title and reporting structure
- Key responsibilities
- Required qualifications and experience
- Desired skills
- Schedule and working conditions
- Salary range
Conducting interviews
Section titled “Conducting interviews”- Use structured interviews with consistent questions for all candidates.
- Include a practical component — a trial shift in the kitchen or a role-play guest interaction.
- Check references before extending an offer.
Onboarding
Section titled “Onboarding”Structured onboarding helps new employees feel part of the team and get up to speed quickly.
First week checklist
Section titled “First week checklist”- Complete employment contract and HR paperwork
- Provide staff handbook and workplace rules
- Tour the venue, introduce to the team
- Complete food safety and hygiene induction
- Shadow an experienced team member
- Learn service standards and menu
Scheduling
Section titled “Scheduling”Building the schedule
Section titled “Building the schedule”- Analyze forecast demand before building the schedule.
- Ensure adequate coverage during peak hours (Friday/Saturday evenings, holidays).
- Communicate schedules to staff at least 1 week in advance.
- Respect minimum rest periods between shifts.
Managing time off
Section titled “Managing time off”- Maintain a shared leave calendar visible to management.
- Document leave approvals in writing.
- Plan cover during high-demand periods, restrict leave during peak season in advance.
Performance management
Section titled “Performance management”Regular reviews
Section titled “Regular reviews”Conduct formal reviews at least annually and informal check-ins quarterly. Discuss:
- Goal achievement
- Strengths and development areas
- Training and learning opportunities
- Career ambitions
Addressing issues
Section titled “Addressing issues”- Document the problem clearly.
- Have a private conversation with the employee.
- Give specific, constructive feedback.
- Agree on an improvement plan with clear timelines.
- Track progress and document outcomes.
Retention
Section titled “Retention”High turnover is expensive. Tools to keep good staff:
- Competitive pay and working conditions
- Recognition and reward programs
- Clear career progression paths
- Positive team culture
- Regular team events
- Flexible scheduling where possible