Restaurant performance reviews are a great way to motivate your staff, grow your business, and iron out any creases with tasks and responsibilities. 

But knowing exactly how to tackle these reviews is easier said than done. 

What should you say? How should you approach it? What do you say after? 

It’s a lot to digest (pun intended). The good news is, you’ve come to the right place for answers.

In this article, we’ll show you some best practices for delivering a successful restaurant performance review for your employees. Plus, we’ll explain why these reviews are so important in the first place.

First, let’s clarify what a restaurant performance review actually is. 

What is a restaurant performance review?

A restaurant performance review is an evaluation of how your staff are performing. It helps you measure the effectiveness of their work, identify areas of improvement, and set objectives for the future. It’s also a chance for restaurant staff to share feedback and discuss their future. 

Tea shop staff members preparing bubble tea

These reviews take place regularly — anywhere from once a month to once a year. The duration varies depending on how frequent they are and what you need to discuss. Typically speaking, they last around 30 minutes to a couple of hours. 

Why are performance reviews so important in hospitality? 

Let’s not beat around the bush — turnover rates are high in hospitality. Check out these figures:

Performance reviews can help you motivate staff and build relationships, which can boost employee retention. In fact, this study found that one of the main benefits of frequent and meaningful feedback is retaining talent. 

So, if you want to build a happy and dedicated workforce with less turnover, performance reviews are a step in the right direction. 

How do restaurants evaluate employees? 

There’s no right or wrong way to evaluate restaurant employees, so it’s really up to you to decide what format works best. 

It also depends on who you’re reviewing. A performance review for front-of-house staff (where you might discuss customer service) can be pretty different from reviewing chefs and cooks (where you’re more likely to talk about quality of food). 

Restaurant kitchen

No matter who you’re evaluating, there are some best practices you can follow to conduct a successful performance review: 

  • Set the scene. Start by outlining the key information you’ll cover throughout the review. This will make sure that you and your employee are on the same page and prepared for what’s to come. 
  • Outline the performance criteria. Clearly define the specific criteria you’ll evaluate throughout the review. For example, if you’re reviewing a member of your waiting staff, your criteria might include teamwork, communication, customer service, and problem-solving.
  • Review strengths and achievements. It’s always a good idea to start by reviewing the highs. That way, people are generally more receptive to constructive feedback. Highlight the employee’s strengths, accomplishments, and the different ways they’ve met the performance criteria. 
  • Position negative feedback as areas of growth. Think of your negative feedback as an opportunity for growth — both for your business and the employee. Let’s say a chef hasn’t quite met the criteria for food quality. You can then discuss training and development options to rectify the issue. They get the opportunity to develop their skills, and food quality improves at your restaurant. It’s a win-win 🎉

Download our free restaurant performance review template. 

Use Nory to streamline employee management 

If you’re looking for a way to centralise all your workforce management, why not give Nory a try? 

With our software, you can seamlessly engage and reward your employees — plus, you can manage your entire restaurant operations. Track your performance, manage your inventory, and create a more efficient business to boost productivity and increase profits. 
Book a chat to get started!