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How to Conduct a Restaurant Employee Performance Evaluation

November 12, 2019

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Restaurant employee evaluations can induce anxiety for both the employee and the restaurateur. However, an Employee Performance Evaluation aids to give your employees constructive feedback on their progress and ways to improve their performance.

Restaurant managers use an employee performance evaluation form to measure an employee’s performance at work over a certain period.

Moreover, this form is a tool to ease performance reviews. An employee performance evaluation form measures employee performance in various aspects of the employee’s role and assesses opportunities for development and professional improvement.

The Corporate world recommends that you shall conduct performance evaluations every six to twelve months. However, it is advisable to conduct them every three to six months to be ahead of any potential issue that may face you and your staff such as a bad online review, a decline in sales, a kitchen accident, and a higher turnover rate.

 

Why is it important to use a restaurant employee performance evaluation form?

  • Informing your good employees that you notice and value their efforts and their contributions to your restaurant to motivate them to higher performance levels.
  • Informing your poor performers that they are functioning below your standards and allows you to discuss ways for improvement. Employees will not see a need to improve unless it is brought to their attention.
  • Telling poor performers that they work below your standards since they will see no need for improvement unless you draw their attention.
  • Enabling you to discuss ways to improve.
  • Letting owners and managers know how each employee performs in all areas of their tasks.

How to Conduct a Restaurant Employee Performance Evaluation?

1. Let your employees know when to expect a performance review and Clearly Set goals and expectations:

Tell your current employees to know about the performance evaluation as soon as possible, in order for them to know what to expect. Whereas, let new employees know about it during the hiring process.

Have a clear policy about when you will be evaluating your employees so that it would not be a surprise for your employees when they are called in for a review. Consider giving your employees a reminder a week or two prior to the review.

Above all, make sure all new employees have the tools and data they need to perform well. Have a good training program and let them know what to expect. Employees need to understand what is expected of them. Consider write down both short- and long-term objectives and make sure to discuss them in your team meetings and training sessions.

Moreover, be there to interfere in real-time to inform them of their progress and suggest improvements when needed.

The clearer your goals and expectations are, the better your employees perform with no one is left guessing.

 

2. Conduct a meeting to discuss the performance review:

You should plan for a meeting with your employees to discuss their performance during the whole set period not only the recent events. Gather the information you need to provide both positive and negative real feedback using your restaurant POS system.

Consider preparing an evaluation form. You may also give your employee a copy of this form. Not to mention that you need to fill out the employee evaluation form before meeting.

The employee evaluation form shall guide the conversation during the performance review meeting. However, you have to be open up for discussion. Let your employees know that their questions are welcome and encouraged.

Discuss whether they have accomplished the previous goals and work together to develop new goals for the next performance review period.

 

3. Properly Deal with a Negative Performance Review with an Employee:

You should address the underperforming employees immediately so that they have the opportunity to fix the situation and do their job right. Do not wait for a quarterly review to share constructive feedback.

When poor performers are upset by a negative review, you have to stay calm and do not make the review overly personal.

The performance review is your chance to put the poor performing employee on probation or decide that it is the time for him to leave.

 

4. Ask your employees for feedback:

Pay attention and see if you notice any recurring themes from multiple employees and address any issues before they become problems.

Ask your employees if anything hinders their success or if they suggest any tools or training that will enhance their performing. Ask about their work experience for you and your team and make sure you listen to any information they provide. Listen carefully to see if there are any recurring topics from many employees and address any issues before they become major problems. Embrace a productive team environment and focus on teamwork.

 

5. Avoid talking about money during the performance review meeting:

This meeting can be more productive if you remove the pressure of money. In other words, when you avoid talking about money during employee evaluation, you can take a lot of the pressure and anxiety off the meeting.

 

Examples of employee performance evaluation form:

 

1. Restaurant Staff Performance Review Form:

1 Is an individual who demonstrates skills to perform the tasks required 1 2 3 4 5 N/A
2 Arrives to work on time 1 2 3 4 5 N/A
3 Has very few sick days 1 2 3 4 5 N/A
4 Is effective at time management 1 2 3 4 5 N/A
5 Exhibits the ability to make realistic decisions 1 2 3 4 5 N/A
6 The employee follows local, state and federal food guidelines to ensure all food requirements are met 1 2 3 4 5 N/A
7 Is able to control production and is aware of the products being served 1 2 3 4 5 N/A
8 Is competent at receiving and inspecting food supplies in accordance with the food regulation guidelines 1 2 3 4 5 N/A
9 Complies with all district and Health Department sanitation and procedures 1 2 3 4 5 N/A
10 Complies with strict uniform policies and wears the appropriate clothing and protective devices for safe performance 1 2 3 4 5 N/A
11 Is willing to observe others and learn different aspects of the business 1 2 3 4 5 N/A
12 Has a full understanding of how the restaurant team co-exists 1 2 3 4 5 N/A
13 Is good at communication with co-workers and clients 1 2 3 4 5 N/A
14 Is a well balanced and organized individual 1 2 3 4 5 N/A
15 Has a full understanding of how to handle food 1 2 3 4 5 N/A
16 Is able to store food and clean preparation items in a timely manner 1 2 3 4 5 N/A
17 Operates safety precautions at all times 1 2 3 4 5 N/A
18 Understands the way to move around a restaurant at all times 1 2 3 4 5 N/A

 

2. Kitchen Staff Performance Review Form:

1 Performance is consistently superior 1 2 3 4 5 N/A
2 Performance is routinely above requirements 1 2 3 4 5 N/A
3 The individual is competent, punctual  and dependable 1 2 3 4 5 N/A
4 Is effective with techniques, methods, and skills required 1 2 3 4 5 N/A
5 Is an individual who establishes goals 1 2 3 4 5 N/A
6 Is good at identifying where improvements can be made 1 2 3 4 5 N/A
7 Is able to control production and is aware of the products being served 1 2 3 4 5 N/A
8 Is respectful to guests and able to communicate in a professional manner 1 2 3 4 5 N/A
9 Measures neatness and personal hygiene appropriate to the position 1 2 3 4 5 N/A
10 Performs well under unusual circumstances 1 2 3 4 5 N/A
11 Measures safety with work habits 1 2 3 4 5 N/A
12 Has a full understanding of how the restaurant team co-exists 1 2 3 4 5 N/A
13 Is continually applying methods to respect safety awareness, ability to care for the kitchen property 1 2 3 4 5 N/A
14 Is respectful to workspace safety and cleanliness 1 2 3 4 5 N/A

 

 

A successful restaurant employee performance evaluation should make you and your employees feel heard and empowered. After all, this meeting is meant to build trust, ensure effective communication and ultimately optimize your restaurant.