Restaurant General Manager: Setting Goals with Your Manager

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How to Set Goals with Your Manager as a Restaurant General Manager

Setting goals with your manager isn’t just about ticking boxes; it’s about charting a course for your restaurant’s success and your own professional growth. This guide is for the Restaurant General Manager who wants to proactively shape their role, drive results, and demonstrate leadership. You’ll walk away with a clear process for collaborative goal setting, a script for navigating tough conversations, and a checklist to ensure alignment and accountability. This isn’t a generic management guide; it’s tailored to the unique challenges and opportunities of running a restaurant.

What you’ll walk away with

A Goal Setting Prep Checklist: Ensure you’re ready to discuss your goals with your manager.
A SMART Goal Template: Craft goals that are Specific, Measurable, Achievable, Relevant, and Time-bound.
A Script for Discussing Challenging Goals: Confidently navigate conversations about ambitious or difficult targets.
A Prioritization Framework: Decide which goals to focus on first based on impact and feasibility.
A Communication Cadence Plan: Establish a schedule for regular check-ins with your manager to track progress.
A Performance Review Self-Assessment Template: Prepare for performance reviews by documenting your achievements and challenges.

Why Collaborative Goal Setting Matters for Restaurant General Managers

Collaborative goal setting aligns your efforts with the restaurant’s strategic objectives. It ensures everyone is working towards the same vision, reducing friction and maximizing impact. For Restaurant General Managers, this means contributing directly to improved profitability, customer satisfaction, and team performance. This approach strengthens your relationship with your manager, fostering trust and open communication, while increasing your ownership and accountability for achieving results.

Restaurant General Manager Goal Setting Prep Checklist

Use this checklist to prepare for your goal-setting discussion with your manager. This ensures you’re organized and ready to contribute meaningfully.

Review the restaurant’s overall business plan and strategic objectives.
Analyze recent performance data (sales, costs, customer feedback).
Identify key areas for improvement and growth opportunities.
Draft potential goals that align with restaurant priorities.
Consider your own professional development aspirations.
Prepare data to support your proposed goals.
Anticipate potential challenges and develop mitigation strategies.
Schedule a dedicated meeting time with your manager.
Send your manager an agenda beforehand.
Bring a positive and collaborative attitude.

Crafting SMART Goals for Restaurant Success

SMART goals provide a clear roadmap for achieving desired outcomes. Use this template to ensure your goals are well-defined and actionable.

Use this template to ensure your goals are Specific, Measurable, Achievable, Relevant, and Time-bound.

Goal: [Clearly state the goal]
Specific: [Describe the goal in detail, leaving no room for ambiguity]
Measurable: [Define how progress will be tracked and measured (e.g., KPIs, metrics)]
Achievable: [Ensure the goal is realistic and attainable with available resources and support]
Relevant: [Explain how the goal aligns with the restaurant’s strategic objectives]
Time-bound: [Set a specific deadline for achieving the goal]

Example: Increase customer satisfaction scores by 10% within the next quarter by implementing a new server training program focused on personalized service.

Navigating Challenging Goal Conversations

Use this script to confidently discuss ambitious or difficult goals with your manager. It helps you articulate your concerns and collaborate on solutions.

Use this script to handle negotiations with your manager.

You: “I understand the importance of [challenging goal], and I’m committed to achieving it. However, I have some concerns about [specific challenges or constraints].”

You: “To ensure success, I propose we [suggest specific resources, support, or adjustments]. What are your thoughts on this approach?”

You: “I’m confident that with [agreed-upon resources and support], we can achieve [realistic target] within [agreed-upon timeframe].”

What Hiring Managers Scan For in 15 seconds: When reviewing a Restaurant General Manager’s goal-setting approach, hiring managers look for someone who understands the business, sets realistic goals, and communicates effectively. They scan for data-driven insights, a clear understanding of constraints, and a proactive approach to problem-solving.

Prioritizing Goals for Maximum Impact

Focus on the goals that will deliver the greatest value to the restaurant. Prioritize based on impact and feasibility.

Identify the potential impact of each goal: Consider the impact on revenue, costs, customer satisfaction, and team performance.
Assess the feasibility of achieving each goal: Consider available resources, time constraints, and potential challenges.
Prioritize goals based on a combination of impact and feasibility: Focus on the goals that have the highest impact and are most feasible to achieve.

Establishing a Communication Cadence

Regular check-ins with your manager keep you on track and address potential roadblocks. Set a schedule for these updates.

Schedule weekly check-ins: Discuss progress, challenges, and any necessary adjustments.
Prepare a brief update for each check-in: Include key metrics, accomplishments, and planned activities.
Use a consistent format for your updates: This makes it easier for your manager to track progress over time.

Preparing for Performance Reviews: A Self-Assessment Template

Document your achievements and challenges throughout the year. This makes performance reviews easier and more impactful.

Use this template to document your achievements and challenges.

Goal: [State the goal]
Achievements: [List specific accomplishments and contributions towards the goal]
Challenges: [Identify any obstacles or setbacks encountered]
Lessons Learned: [Reflect on what you learned from both successes and failures]
Areas for Improvement: [Identify areas where you can further develop your skills and performance]

The Mistake That Quietly Kills Candidates

Failing to align personal goals with restaurant objectives is a critical error. It demonstrates a lack of understanding of the business and its priorities. To avoid this, thoroughly research the restaurant’s strategic goals and tailor your proposed goals accordingly. Show how your contributions will directly support the restaurant’s success. For example, instead of focusing solely on reducing food waste, frame it as a cost-saving initiative that improves profitability.

Language Bank: Key Phrases for Restaurant General Managers

Use these phrases to communicate effectively with your manager. They convey confidence, competence, and a commitment to success.

“Based on current trends, I project we can achieve a [percentage] increase in [metric] by [date].”
“To address [challenge], I propose we implement [solution] which will result in [positive outcome].”
“I’m confident that with [resource] and [support], we can exceed expectations in [area].”
“I’ve identified [opportunity] which aligns with the restaurant’s strategic objectives of [objective].”
“To mitigate the risk of [potential problem], I recommend we proactively [action].”

Quick Red Flags

Vague goals without measurable outcomes.
Goals that are not aligned with restaurant priorities.
Lack of data to support proposed goals.
Unrealistic or unattainable goals.
Failure to communicate progress or challenges.
Resistance to feedback or collaboration.

What Strong Looks Like

Goals that are directly linked to key performance indicators (KPIs).
Proactive identification of opportunities for improvement.
Data-driven decision-making.
Effective communication and collaboration with stakeholders.
Adaptability and resilience in the face of challenges.

Communication Cadence Plan

Use this template to establish a schedule for regular check-ins with your manager.

Frequency: Weekly

Duration: 30 minutes

Format: In-person or virtual meeting

Agenda:

Review progress towards goals

Discuss any challenges or roadblocks

Identify any necessary adjustments to plans

Share key accomplishments and learnings

Align on priorities for the upcoming week

FAQ

How often should I meet with my manager to discuss goals?

Weekly meetings are ideal for consistent progress tracking and addressing challenges promptly. However, bi-weekly meetings can also be effective, especially if you maintain regular communication through other channels, such as email or instant messaging. The key is to establish a cadence that works for both you and your manager and allows for timely feedback and support.

What if my manager doesn’t agree with my proposed goals?

Be prepared to discuss the rationale behind your goals and listen to your manager’s perspective. Find common ground and be willing to compromise. If you can’t reach an agreement, prioritize the goals that are most important to the restaurant’s success and focus on achieving those first. For example, if you propose a goal to revamp the entire menu but your manager prefers to focus on improving service speed, prioritize the service speed initiative while gathering data to support your menu proposal.

How do I handle conflicting priorities from different stakeholders?

When faced with conflicting priorities, gather data to understand the impact of each priority and present this information to your manager. Work together to determine which priorities are most critical for the restaurant’s overall success and develop a plan to address the others in a timely manner. Clear communication and collaboration are essential for navigating these situations effectively. For example, if the kitchen staff needs new equipment to improve efficiency but the front-of-house staff needs updated uniforms to enhance customer service, quantify the impact of each investment (e.g., increased revenue, reduced costs) and present this data to your manager to make an informed decision.

What if I’m not meeting my goals?

Be transparent with your manager about the challenges you’re facing. Identify the root causes of the problem and develop a plan to get back on track. Seek support from your manager and colleagues, and be willing to adjust your approach if necessary. Don’t wait until the last minute to address performance issues; proactive communication is key. For example, if you’re struggling to meet sales targets due to a decline in foot traffic, analyze the reasons for the decline and develop a marketing plan to attract more customers. Share this plan with your manager and work together to implement it effectively.

How do I ensure my goals are aligned with my career development aspirations?

Discuss your career goals with your manager and identify opportunities to align your work with your long-term objectives. Seek out projects and assignments that will help you develop new skills and gain valuable experience. Demonstrate a commitment to continuous learning and professional growth. For example, if you aspire to become a regional manager, volunteer to lead a project that involves multiple restaurants or shadow a regional manager to learn about their responsibilities.

What metrics should I track to measure my progress towards my goals?

The specific metrics you track will depend on the nature of your goals, but some common KPIs for Restaurant General Managers include sales revenue, cost of goods sold, customer satisfaction scores, employee turnover rate, and food waste percentage. Choose metrics that are relevant, measurable, and aligned with the restaurant’s strategic objectives. For example, if your goal is to improve customer satisfaction, track metrics such as Net Promoter Score (NPS), customer reviews, and repeat customer rate.

Should I focus on improving a weakness or building on a strength?

Both are important. Focus on improving weaknesses that are hindering your performance and building on strengths that can help you excel. Acknowledge your weaknesses and demonstrate a commitment to improvement, but also leverage your strengths to achieve outstanding results. For instance, if you struggle with financial management, take a course to improve your skills, but also leverage your strong leadership abilities to motivate your team and drive sales.

What do I do if my manager is too busy to meet regularly?

Be proactive and flexible. Offer to schedule shorter, more focused meetings, and provide updates via email or a shared document. Clearly communicate your needs and demonstrate that you’re taking ownership of your goals. If your manager is consistently unavailable, consider escalating the issue to their supervisor. For example, send a weekly email summarizing your progress, challenges, and planned activities, and request a brief meeting to discuss any critical issues.

How do I handle a situation where a goal becomes unrealistic due to unforeseen circumstances?

Communicate the situation to your manager as soon as possible. Explain the unforeseen circumstances and their impact on the goal. Propose alternative solutions or adjustments to the goal to ensure it remains achievable and relevant. Be transparent and collaborative in your approach. For instance, if a sudden price increase in a key ingredient makes it impossible to achieve your cost-saving target, propose a new target that takes the price increase into account and identify alternative cost-saving measures.

What’s the best way to document my progress on goals?

Maintain a detailed record of your achievements, challenges, and lessons learned. Use a spreadsheet, document, or project management tool to track your progress. Regularly update your manager on your progress and share any relevant data or insights. Be organized and prepared to discuss your progress during performance reviews. For example, create a spreadsheet that tracks your progress towards each goal, including key metrics, milestones, and deadlines.

Is it better to set ambitious goals or realistic ones?

The ideal approach is to set ambitious but realistic goals. Aim for goals that stretch your capabilities but are still attainable with hard work and dedication. Avoid setting goals that are so ambitious that they become discouraging or demoralizing. Also, avoid setting goals so easy they don’t provide any challenge or growth. For example, set a goal to increase customer satisfaction by 10%, which is ambitious but achievable with a well-executed plan and dedicated effort.

How can I get my team involved in the goal-setting process?

Involve your team in the goal-setting process by soliciting their input and feedback. Explain the restaurant’s strategic objectives and how their contributions will help achieve those objectives. Empower your team to set their own goals that align with the restaurant’s overall goals. This will increase their ownership and engagement. For example, ask your servers to set goals for increasing customer satisfaction and your cooks to set goals for reducing food waste.