High manager turnover costs you money. Replacing a general manager can cost $10,000 or more in recruitment and training. You need a plan to keep your best people moving up. A management succession plan ensures your restaurant’s leadership stays strong, even when key managers depart.
Identify Critical Leadership Roles
Start by listing every management position. Think about your General Manager, Assistant Manager, Head Chef, and Kitchen Manager. Which roles are hardest to fill? Which positions have the biggest impact on your daily operations? These are your critical roles.
Analyze current staff performance. Who excels in their duties? Who shows initiative? Use Lavu POS sales data to see which managers drive high check averages or manage labor effectively. Marty, Lavu’s AI analytics layer, can flag top performers based on objective data. You need clarity on who is doing well now.
Define Skills and Performance Benchmarks
What skills does a successful restaurant manager need? List out leadership, financial management, customer service, and operational knowledge. For a GM, this might include maintaining a 28% labor cost or a 32% food cost. For a Kitchen Manager, it means consistently hitting inventory targets and minimizing waste.
Create clear, measurable benchmarks for each skill. How do you track these? Lavu POS provides real-time sales and labor reporting. Marty helps you track specific metrics like speed of service, server performance, and inventory variance. This data shows you who meets expectations and who exceeds them.
Develop Internal Training and Mentorship
Grow your own talent. This saves time and money. Assign high-potential staff to shadow current managers. Create a structured training program. Your program can include weekly one-on-one meetings. Add specific project assignments. Provide financial training on budget management.
Pair emerging leaders with experienced mentors. A new assistant manager candidate can learn menu costing from the Head Chef. A potential GM can work with the current GM on scheduling to maintain a target labor percentage. Lavu POS trains staff. It shows trainees how to run reports and analyze sales data.
Implement Performance Tracking and Feedback
Assess potential successors often. Use formal reviews and daily observation. Document progress and areas for improvement. Provide constructive feedback. Staff learn their strengths and areas for improvement.
Track key performance indicators (KPIs) for future roles. Does a server show leadership by training new hires? Does a line cook consistently hit food cost targets by reducing waste? Use Marty’s insights to see individual contributions and growth. This data guides your decisions.
Formalize the Succession Plan
Document your entire plan. List critical roles, potential successors, and their development timelines. Include specific training modules and progress milestones. Create a clear roadmap for everyone involved.
Share the plan with your leadership team. Explain its importance. Ensure alignment and commitment. A formalized plan is a living document. Review and update it regularly.
Communicate and Motivate Your Team
Be transparent about growth opportunities. Let your team know you value internal promotion. This boosts morale. It reduces turnover. Staff feel valued when they see a path forward.
Offer incentives for development programs. Offer a small bonus, recognition, or increased responsibilities. Motivated staff are engaged. They invest in their own growth and the restaurant’s success.
FAQ
Why do I need a succession plan for my restaurant?
High manager turnover disrupts operations and costs thousands in hiring. A plan ensures continuity and saves money by promoting from within.
How often should I review my succession plan?
Review it at least annually, or whenever a key manager leaves. Regular updates keep it relevant.
Can small independent restaurants benefit from succession planning?
Yes. Small restaurants often rely heavily on one or two key managers, making a plan even more critical for stability.
How does Lavu POS help with succession planning?
Lavu POS provides data on sales, labor, and inventory. Marty, its AI layer, helps identify top performers and track growth for future leaders.
Should I tell employees they are part of a succession plan?
Yes. Open communication about growth opportunities motivates staff and helps them invest in their own development.
What if I don’t have enough internal candidates?
Start by developing current staff with potential. Simultaneously, recruit with an eye for future leadership qualities.
