How to Set Up Restaurant Performance Reviews

Staff turnover crushes your bottom line. Bad service costs you repeat customers. Setting up clear performance reviews helps your team grow. It improves service and reduces costly mistakes. Learn how to build a fair, effective review system for your restaurant.

Define Clear Goals and Metrics

Are your servers struggling to upsell? Does your kitchen staff waste too much product? Pinpoint what you need to improve. Set clear, measurable goals for each role.
For front-of-house, aim to increase check averages by $5. Or reduce order errors by 10%. For back-of-house, cut food waste from 5% to 3%. Improve peak hour ticket times by one minute. These targets give staff concrete goals.
Connect these goals to your restaurant’s success. Higher check averages mean more revenue. Less food waste directly lowers food cost percentage. This saves significant money each month. Marty, Lavu’s AI analytics layer, finds these problem areas automatically.

Pick Review Frequency and Format

Decide when and how to do reviews. Many restaurants pick quarterly check-ins. They also do one annual review. New hires get 30-day and 90-day reviews. This helps with onboarding.
Formal reviews use structured meetings and specific forms. Informal feedback happens daily or weekly. It offers quick adjustments. Use both methods. A quick word after a busy shift works as well as a scheduled sit-down.

Develop Role-Specific Review Forms

A single review form for everyone does not work. Make forms for each position: server, host, line cook, bartender. Each form lists specific duties. It also shows performance indicators for that role.
For a server, add sections on customer satisfaction, upsell success, and table turn times. For a line cook, focus on consistency, speed, and waste reduction. Add a self-assessment section. This helps employees reflect on their performance.

Gather Objective Performance Data

Your reviews need facts, not feelings. Track key metrics with your POS system. Lavu POS gives sales data, order accuracy, and shift performance. This data supports your feedback.
Marty, Lavu’s AI, goes deeper. It analyzes sales, labor costs, and inventory trends. Marty flags servers with low average tips. It also flags cooks with high ingredient usage. Use these insights in your review talks. For example, if labor cost percentage is 32% but should be 28%, Marty helps find scheduling or performance issues.

Conduct Effective Review Meetings

Prepare for each review. Schedule it early. Pick a private, quiet space. Start with strengths and accomplishments. This creates a positive tone.
Next, show areas for improvement. Use specific examples and data from Lavu or Marty. Focus on behaviors, not personality. Work together to set future goals. Finish with a positive, forward-looking statement.

Follow Up and Set New Goals

A review is not a single event. Schedule follow-up check-ins. Watch progress on agreed goals. Offer ongoing coaching and support.
Adjust goals when needed. An employee might exceed their target of reducing comped items by 15%. They are ready for a new challenge. This consistent support shows investment in your team.

Key Takeaways

• Define clear, measurable goals for every role.
• Use POS data and AI insights from Lavu and Marty to back up feedback.
• Create specific review forms for each position.
• Conduct reviews regularly and offer ongoing support.
• Focus on objective data and actionable improvements.
• Encourage self-reflection through employee self-assessments.

Frequently Asked Questions