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Restaurant manager skills list: 9 essential skills for your resume

May 29, 2024 •

9 min reading

Are you passionate about working in the dynamic and rewarding hospitality industry? Do you dream of stepping into a management role in a bustling restaurant? If so, you're likely wondering, "What skills are necessary to become a successful restaurant manager and how can I acquire them?" This article aims to answer all of your questions and set you on the right path to acquiring the restaurant manager skills and fulfilling your dream career.

Being at the forefront of the restaurant industry, managers embody a diverse skill set. As a restaurant manager, you will have the opportunity to oversee the day-to-day activities of the restaurant, ensuring smooth operations and delivering a high standard of service. This article offers the 9 essential skills that define a successful restaurant manager.

What does a restaurant manager do?

A restaurant manager is responsible for the day-to-day activities of the restaurant. Restaurant management is an enriching career for those who like a fast-paced environment and a lot of variety in their job role. The hospitality industry is laden with lots of opportunities to learn the varied skills of a Restaurant Manager and bag yourself your dream career.

The restaurant manager's duties include:

• Recruiting, training, and supervising staff.
• Designing staff schedules, sign-off hours, and overseeing payroll.
• Ensuring the front bar and the kitchen are well-stocked.
• Ensuring compliance with licensing, hygiene, and health and safety legislation.
• Ensuring that the company rules and protocols are followed.
• Managing budgets and submitting profitability reports.
• Promoting and marketing the business.
• Attending meetings and contributing to how to increase the restaurant's profits.
• Handling customer inquiries and complaints.
• Taking reservations.
• Having input on the menu.
• Greeting and advising customers.
• Implementing growth strategies.

Working in the hospitality industry often means that your working hours may be long and irregular, especially if you are employed by a smaller or specialized restaurant. It is common for you to work shifts and also be required to cover additional roles as needed.

How to become a restaurant manager

Breaking into the role of Restaurant Manager directly from education is not the norm. This senior position requires a deep understanding of the entire restaurant operations, which is best gained through hands-on experience in various roles such as serving, working in the kitchen, and tending the bar. By immersing yourself in these interconnected parts of the restaurant business, you'll gain invaluable insights into the challenges and be well-prepared for a management role.

You will also be able to stand in to cover for any unforeseen staff shortages and you'll be able to train new staff members independently. To excel as a restaurant manager, you need a mixture of both hard and soft skills and following this trajectory, paired with higher education, is one way to learn those skills and land your dream job as a Restaurant Manager.

Education requirements

You don’t necessarily need a degree to become a restaurant manager, but a qualification in business studies, catering, or hospitality management will certainly give you an advantage. Especially if you're interested in persuing a career within more complex or prestigious restaurants businesses where the opportunity to have more responsibility and earn a higher salary is more likely.

Practical experience is essential in this field. You can gain this through hospitality, catering or customer service work. Alternatively, an internship will also give you an edge when applying for a Restaurant Manager position.

Restaurant manager career outlook

The outlook for Restaurant Managers is fairly positive as a labor shortage means people with the desired skill-set are in high demand. Whilst the uncertain economic outlook is putting a squeeze on hospitality businesses in general, they understand the importance of a great manager who can help maximize efficiencies and drive profits.

What's more, those candidates with strong soft skills in addition to the hard skills required to do the job will be highly sought after by restaurant and hospitality bosses in an era of labor and skills shortages .

Restaurant manager salary

The salary of a Restaurant Manager varies quite drastically depending on a number of factors, chiefly including country and location, the candidate's level of education and experience, and the type and caliber of the restaurant.

Salaries are likely to be higher in capitals and metropolitan cities and in luxury or specialty restaurants, as well as in fine dining or luxury establishments or within 5-star hotels, as opposed to fast food or casual dining restaurants. According to jobs site Indeed , the average salary of a Restaurant Manager in the US is $58,263 per year, they might also benefit from sharing tips and on-shift meals. In Switzerland , the average salary is CHF 93,300 per year, and in Singapore $43,900 plus tips.

Soft skills vs. hard skills in the hospitality industry

Hard skills are specific teachable skills that can be proven through certifications, diplomas, or degrees. Soft skills are based on emotional, social, and communication skills that cannot be measured and can be gained through experience.

Hard skills are technical skills you require for a select job position in the hospitality industry. If you are applying for a housekeeping job, you will need to know cleaning products and cleaning procedures. If you are applying for a restaurant manager position, you may need skills such as food and beverage management, commercial acumen, and human resource management.

Even though you have technical skills for the job, you must have soft skills such as communication know-how, being a good problem solver, and remaining calm in hectic situations. In addition, having time management skills and the ability to work with a team are essential soft skills that you need in your hospitality career. Other soft skills worth cultivating are having a solid work ethic, maintaining a positive attitude, and controlling your emotions.

What soft skills does a restaurant manager need?

1. excellent communication skills.

Strong communication skills are essential in the hospitality industry. As a restaurant manager, having excellent communication skills helps you become a great leader. Each day you will be dealing with people from different backgrounds, ages, genders, and nationalities. Advisably, communicate clearly and understandably.

Communication can also be used to cultivate a sense of belonging and team spirit among the employees of your organization. When employees feel they can be heard and communicate with their supervisors, they feel a part of the business and are more motivated to work.

Effective inter-department communication is essential in a restaurant where stress levels can be high during peak periods. Likewise, communicating effectively with customers helps build a good relationship, encouraging them to return to your restaurant and smooth out any issues that might occur during their dining experience.

2. Problem-solving and conflict-management skills

Problem-solving and conflict management skills serve a vital role in the restaurant management position. Conflicts can cost an organization a lot, loss of profits in lost time, lower productivity, and poor decision-making. If you can communicate effectively and build a teamwork spirit, you are more likely to lower the number of conflicts in your restaurant.

In case of conflicts, listen to both parties and develop a fair solution to solve the matter. In addition, a restaurant manager will need to solve problems between customers and staff. For example, if a customer complains about their room, you can offer something like free drinks while waiting for another guest to check out. This will help you avoid conflicts and keep your customers happy. You need to think quickly and come up with the best solution before the matter escalates

3. Positive attitude

Restaurant managers need to maintain a positive attitude towards their jobs.  A positive attitude is not only about plastering a cheesy smile on your face or trying to be nice to everyone in your restaurant. It is about fostering a workplace culture that promotes excellence and success.

In simple terms, positive and supportive managers keep their staff engaged. And happy employees are highly productive employees.

Focusing on positivity, especially during stressful moments in the restaurant, which is very common in restaurants, will inspire staff to work harder, reduce turnover, and increase your restaurant's profits. Train your mind to see positivity in every situation and you will grow a more positive attitude.

4. Attention to detail

From establishing budgets, setting tables, and spotting which ingredients have reached their expiry date in the kitchen, there are a lot of small yet important details that restaurant managers should have their eyes on. Although it can be challenging to keep track of everything, attention to detail is crucial as a restaurant manager.

It is essential to train yourself to analyze all situations and be attentive to details. You can make use of apps and software for inventory and budgeting to help you stay organized. Paying attention to details will help you stay organized and prevent minor stuff from slipping through the cracks.

5. Multitasking skills

To become a successful restaurant manager, flexibility is critical. There is no such thing as a quiet day in the office, the day is always hectic, and you need to handle several tasks at the same time. It is always good to plan for your schedule each day.

You may start your day in the office, then head out to greet customers or engage with vendors on the same day. You must be able to balance taking up different roles on the same day and ensuring everything is running perfectly in the restaurant. Also, you need to be able to handle pressure and always remain composed even when things are chaotic. When you are flexible, you become an important asset to your restaurant.

6. Team spirit

As cheesy as it sounds, teamwork makes the dream work. Working well with others and creating a comfortable working environment is very crucial as a restaurant manager. Leaders should lead by example, and as a restaurant manager, you should strive to create a collaborative environment for your staff.

Working as a team player with your staff helps them see your commitment to the restaurant and to them. In addition, as you work with your staff, you connect and learn more about them and what they do. Given the high turnover rates in the hospitality industry, teamwork can be challenging. Thus, you will have to get used to seeing new faces now and then. However, teamwork is beneficial, especially during busy periods.

7. Adept language skills

Another soft skill that is important for restaurant managers is language skills. If you can learn more languages commonly spoken around your region, you can communicate effectively with people who walk through your restaurant's door and need your service. This will put you in high demand.

Multilingual professionals are beneficial in the hospitality industry because guests from outside your culture can visit your restaurant especially if it is situated in a tourist area or city. It's likely that you will need to be able to interact with customers who do not speak English as their first language.

8. Cultural awareness skills

While working in the restaurant business, many customers you will come across or people you will work with will be from different countries. This means you will interact with people from different backgrounds and cultures. Thus, you need to be culturally aware and adopt norms from cultures different from your own.

Your customers or staff will have beliefs, perceptions, and values different from yours, so it is essential to consider this when interacting with customers and staff. Learning about other cultures can help you respond to cultural differences appropriately.

When you understand the values and beliefs of people you encounter, you can craft a customer experience that promotes trust and comfort. Ensure every customer visiting your restaurant and staff is happy regardless of their cultural beliefs and background.

9. Take criticism well

As a restaurant manager, you need to learn how to deal with criticism and learn from feedback. Each time a customer makes a complaint, you have an opportunity to practice this skill. Even when the complaint feels unfair or unwanted, you should try to learn from the feedback. This will allow you to improve your restaurant's customer experience and attract more guests.

Do you have the required skills to become a restaurant manager?

True to the saying, great leaders are not born; they are made. You can easily acquire both the soft and hard skills you need to become an excellent restaurant manager.

If you have been working in the hospitality industry for a while, by now you probably have the soft skills needed to become a restaurant manager. But it takes a perfect balance of the above-outlined skills to become a professional restaurant manager.

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Six Rules for Problem-solving in Your Bar or Restaurant

Problems, issues, and situations are all words most people think are stressful and filled with drama, and they tend to create a subliminal defensive posture and mentality. As an owner, remember that your team keys off your actions, emotions, expressions, and reactions. Keeping this in mind, let’s replace all those terms with one: Opportunities.

Let’s talk about my six rules for problem solving and handling opportunities.

1:  Remember to remain composed and level-headed.

Picture this: You’re in a shop looking at some fine China and crystal glassware when “somebody” knocks a piece on the floor, and it shatters. The last thing anybody wants is a raging bull running in the room to handle that opportunity.

It would be best if you walked into the environment with the understanding that your only task is to ensure safety, guest satisfaction, and team member support.

Remember this: If the opportunity is guest-centric, not only is your involvement being evaluated by that guest, but it is being watched by every guest nearby and your team members. So don’t be that raging bull.

2: Involve your team and get the facts.

First, ensure your team understands through training that fact-finding is not fault-finding. Your team must tell you exactly what the opportunity is so you can quickly determine the best way to approach the opportunity. If it’s a piece of equipment that has failed, don’t ask, “Who broke it?” Try to determine what is wrong so you know the direction to take to get it fixed. If it is a guest-centric opportunity, what specifically did the guest bring to your attention?

3: Don’t avoid the issue.

The longer an issue sits unattended, the worse it becomes. If it’s a guest-centric item, the sooner you can make everybody happy, the better. Address the issue head-on to mitigate any impact on your guests, team members, and overall business.

4: Apologize sincerely and say thanks.

If the problem is guest-centric, apologize to the guest and make it specific. Your team already explained to you what happened, so address it. “I’m sorry your sides were cold. That should never happen in our restaurant, and I apologize. Thank you for letting me know.”  This shows the guest you are taking full responsibility, with no excuses, for the issue.

Again, if the problem is in the kitchen or team-related, be sincere with the team and apologize for the situation (be specific). “I’m sorry the POS is having issues today,” or, “I’m sorry the sink is backed up.” “Thanks for letting me know. Let’s get it fixed.”

5: Focus and have your priorities in order.

Once you engage, focus so that everybody involved knows you are 100% engaged in solving or providing support to a satisfying fix. Look your guests in the eye when apologizing and be completely present when talking with your team. Offer a solution if one has not already been offered. Understand that the immediate fix sometimes is not the final fix.

6: Identify the root cause.

I believe in the 5 Pillars of Success for Restaurants, with people and processes being the top two. Solving problems is a primary area where these two pillars intersect and must be considered to solve problems in the long term.

What does that mean? Every issue has a process involved as well as people involved. Identifying what went wrong might be clear-cut in some cases, but finding the cause may take some thought. Was it a people mistake, or must your process be tuned up? If it was a people mistake, what caused that, a simple mistake or training on how to follow the process?

Problem-solving is a critical skill set for all restaurateurs. By following these six rules, you can confidently handle challenges and turn problems into opportunities for growth and improvement. Have a positive mindset and proactively approach these opportunities. Let the leader inside you put your restaurant in a better position to thrive in adversity.

How hard can it be?

Bryan Meredith  is the  Restaurateur Coach . With over 25 years of hospitality experience blended with over 15 years of technology experience, Bryan brings a wide range of knowledge to help understand how these two worlds can peacefully work together. As a former owner/operator of an independent BBQ joint in Charlotte, N.C. operating four locations plus concessions, five Professional Sports facilities, and managing over 250 team members, he gets it. Currently, he writes articles, speaks at industry events, and serves as a restaurateur coach.

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3 Restaurant Role Play Scenarios

Role-playing is an effective way to train restaurant employees and prepare them for real-world situations. By acting out different scenarios, employees can practice their customer service, problem-solving, and communication skills. Here are some restaurant role play scenarios that can help employees build their skills and improve their performance on the job:

Restaurant role play scenarios

Scenario: dealing with a difficult customer.

Here’s an outline of the scenario:

Server: “I’m sorry for the delay. I’ll be happy to take your order now. Can I start you off with a drink?”

Customer: “Finally. I want a glass of water with no ice and a lemon on the side.”

Server: “I’m sorry, but the steak is already pre-seasoned and comes with a sauce. However, I can ask the chef to prepare it with minimal seasoning and no sauce. And we only serve the potatoes fried, but I can offer a side of boiled vegetables instead. Would that be okay?”

Customer: “Fine. I’ll have the fish, but I want it grilled with no sauce and no herbs. And I want extra vegetables instead of the rice.”

Server: “I understand your frustration, and I apologize for any inconvenience. However, our menu items are prepared a certain way for quality and consistency. If you have any dietary restrictions or allergies, we can try to accommodate those as best as we can. Is there anything else I can offer you to make your experience better?”

This scenario allows employees to practice their conflict resolution and customer service skills, as well as their ability to handle demanding customers in a polite and professional manner. The key to success is to listen to the customer’s requests, offer alternatives and options, and always remain calm and polite, even in difficult situations.

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15 Restaurant Management Tips To Improve The Way You Work

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Restaurant management tips often deal with ways to streamline the day-to-day operations of the restaurant itself. But what about you—the manager—who dictates those day-to-day operations? Could you use some tips to help you manage better? Of course you could. We all could.

Working on yourself is as important as, if not more important than, working on the operations of the business. That’s because everything you do affects some aspect of the restaurant—from the food quality to the atmosphere to the employee demeanor.

So instead of looking for ways to improve the business, let’s look for ways to improve ourselves and our management style. If we do that, everything around us will improve as well. This article will consider 15 restaurant management tips that can get you on the path to managerial success.

1. Display A Positive Attitude

Your positive attitude—or lack thereof—can dramatically affect the mood of the entire restaurant…customers included. A negative attitude on your part can trickle down through the employees and seep into your guests. This, in turn, colors their dining experience in a bad way. That’s a recipe for disaster.

Work on keeping a positive attitude at all times come what may. Of course you’ll feel irritable and grouchy from time to time, but try to remember the passion that brought you to this job in the first place. That passion can fuel your positive attitude, which can make all aspects of the business better.

2. Promote Transparency With Your Employees

Transparency is an important aspect of restaurant management in the 21st century. Millennial employees , in particular, want to know what’s going on and what you’re doing in the restaurant. This stems from the younger generation’s need to feel connected and part of something larger.

If you can foster transparency with your employees, they will feel more a part of your team and be engaged and motivated to perform at the highest levels.

If you aren’t already, conduct regular staff meetings to keep employees up to date on the business. During work hours, keep in constant communication with employees so you know what’s going on. And don’t forget to provide positive encouragement when appropriate.

3. Be A Model Of Stability For Your Employees

The restaurant business can be notoriously inconsistent. One day can differ from the next, which can differ from the next. This can wear away at employee efficiency because they have no idea what to expect from day to day.

You provide the stability your employees need to perform at their best. Keep communication lines open and be consistent with your expectations. This will help employees stay grounded when everything else changes.

4. Plan Ahead

In order to perform at your best , it’s important to plan ahead. Anticipating needs and problems, and being proactive in the management of these issues, can go a long way toward keeping stress and chaos at bay.

Try making a list of things you need to do in the next few months. Then prioritize those items by importance and get to work. If “ hire a new server to replace one that’s leaving” and “update inventory” are on there, those should go at the top of the list. If you get those done sooner rather than later, you’ll avoid the problems that come with being short-staffed and without important supplies.

5. Innovate

The restaurant business may not seem like a prime place for innovation, but it actually is. Whether it’s simpler point-of-sale technology, adopting a farm-to-fork initiative, or revamping the accounting systems , these innovations can keep a restaurant successful.

For example, the emergence in recent years of employee scheduling software like Sling has streamlined the management of employee groups both small and large. But Sling is more than just a calendar where you list who’s working.

Because it’s designed specifically for restaurants, Sling helps you schedule more efficiently by offering suggestions and alerting you when there are conflicts. It’s these kinds of innovations that you need to be aware of in order to keep your business competitive.

6. Delegate

On most days, there are just too many things for you to handle effectively. That’s why it’s important to learn to delegate. Start by delegating the less-critical day-to-day chores to trusted employees you know can get the job done. This frees you up to focus on the bigger, more important issues your restaurant will face.

In addition, delegating some of your many tasks to your employees helps them see what is involved in day-to-day operations (transparency) and trains them to take on more responsibility later.

7. Lead By Example

If you want your employees to perform at a high level, you have to perform that way first. You can try to explain it in your employee handbook all you want, but leading by example makes the point crystal clear.

If you want your servers to keep an eye on the dining room and help out if the busboys get behind, show them how it’s done—not in a formal training situation, but every day. If they see you reacting to the needs of the business without being asked, they’ll be more likely to emulate your behavior.

8. Be Accountable For Your Mistakes

We all make mistakes. It’s just a fact of life. And just because you’re a restaurant manager doesn’t mean you’re somehow exempt. The important part to focus on is not that the mistake occurred in the first place, but what you’re going to do to fix it. This means being accountable for your mistakes, moving past them, and finding a solution.

Take the time during a staff meeting to mention a mistake you made, apologize for it, and then brainstorm with your employees how to prevent such mistakes in the future. This can be a great way to train your staff to exhibit the same behavior.

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9. Work On The Business

Working ON the business is perhaps one of the most important tasks on the restaurant manager’s list. It’s drastically different than just working IN the restaurant. Working ON the restaurant is a way to keep it up-to-date, fresh, and functioning over the long haul, not just day-to-day.

Working IN the restaurant, on the other hand, is a way to keep it functioning from open to close. While the latter is important in the short-term, the former is more important in the long-term.

Take the time to examine dining trends, marketing results, and overall business practices. Working ON the business in this way will help keep your restaurant open and successful for years to come.

10. Celebrate Success

Everyone needs encouragement now and again. Your employees are no different. Positive reinforcement can go a long way toward making your staff perform at their best. When you celebrate success , your employees see the value of doing a good job and know that you appreciate their efforts.

If you see someone doing a good job or notice how they handled a problem really well, take a moment to pull them aside and commend them. This one-on-one attention can make the employee feel like they’re respected and a valuable member of the team.

Additionally, make it a point to highlight successes at staff meetings so that everyone can learn what constitutes a good job in your restaurant.

11. Develop Your Problem-Solving Skills

Everything that can go wrong in a restaurant will go wrong at one point or another. It’s pretty much a universal law. Because of that, it’s important to develop and strengthen your problem-solving skills so you can handle the myriad emergencies that are an integral part of the restaurant business.

When faced with a problem, figure out the simplest solution that satisfies all parties involved and then execute. Don’t overthink it. You can analyze what you did later. When a problem rears its ugly head, solve it and put it behind you so you can be ready for the next one.

When things have calmed down, take a moment to think about the problem, the way you handled it, and what, if anything, you could have done differently or better. Would planning ahead have kept this problem from happening? Was there a simpler way to handle the problem? How can we avoid this problem in the future?

Analyzing the incident after the fact can help train your problem-solving skills to be more efficient and effective in the future.

12. Train Your Body

Managing a restaurant puts a lot of physical demands on your body. You’re likely going to be up early in the morning to open the restaurant, and still awake late at night to close it down. That in itself can take a toll on your body.

But add in the very real possibility that you may be moving heavy objects (furniture, trays of dishes, crates of food and boxes of supplies) and coping with adrenaline (during the lunch rush and dinner service), and it’s easy to see how a manager’s job can be like one long CrossFit workout.

That’s why it’s so important that you train your body to meet the rigors of the job. Physical stamina is key because you’re going to be on the job for ten to twelve hours (or more). You’re going to be balancing periods of inactivity (deskwork) with periods of activity.

Some of that activity may be rather extreme—rearranging furniture to accommodate a large group, stowing supplies to get them out of the way and ready before the lunch crowd demands service. If you don’t develop your stamina, you’re going to burn out. It’s just that simple.

Take some time out of your busy schedule to get some exercise at least three times a week. It doesn’t have to be anything drastic—a thirty-minute run or a vigorous stair climb will do. The important thing is that you prepare your body to handle the most difficult parts of your job.

13. Always Put Customer Satisfaction First

Whether you call it customer satisfaction, customer service, customer happiness, or customer care, make this value one of your top priorities. Think about all the unpredictable customer interactions you’re going to face during a normal workday:

• Diners who mosey in fifteen minutes before closing
• Customers who need the food prepared just so because of dietary restrictions
• Last-minute, large-group reservations during your prime seating time
• A customer who’s unhappy with the food

The list goes on and on and could literally fill a book. And that’s just a normal workday. The stuff you face on an unusual day could have you scratching your head in confusion and amazement.

The way you deal with these situations and scenarios goes a long way toward influencing how customers perceive your restaurant.

It’s that perception that can have a profound effect on the success or failure of everything you do in the business. The way you deal with your customers also influences how your employees will react when put in a similar position. Your example is what they will draw on when they’re faced with these challenges. As you can see, a lot is riding on your customer service skills.

But how can you train yourself to always put customer satisfaction first? By weighing every situation on how it will affect the business, your employees, and the customer. It’s very much like passing water through a series of filters.

What may start as a muddy mess eventually distills down to something that’s good for everyone. The decision you have to make regarding a strange customer request or an abnormal situation starts out like that muddy mess. But after weighing out how the various options will affect the business, the employees, and the customer, your decision often becomes clear.

To illustrate, let’s go back to the example of the customer who is unhappy with the food—in this case, a pizza. He calls you over to complain, and you can see that he’s taken a bite out of a number of slices. He explains that he was trying to see if it was the whole pie or just one piece that tasted bad. You take a bite and discover that it tastes exactly as it should.

What do you do? In this case, maybe you don’t even take a bite, but what you certainly should do is weigh out how your decision could impact this customer’s experience, the business, and your employees.

The impact to your employees is pretty much zero because, for example, there wasn’t a specific instance of a server dropping a glass of wine on someone’s white clothing. That leaves the business and the customer.

What you’re looking for is a solution that will affect the customer in a positive way without affecting the business in a significantly negative way. You could just dismiss the customer’s complaint as unfounded, but that would make the customer even more unhappy and likely have him talking badly about your restaurant (bad word-of-mouth can be the death of a restaurant).

Instead, you could apologize for the pizza, make him another one, and comp him his entire meal. The customer is now extremely happy and will likely talk your restaurant up to his friends, and you’re only out, at most, $50. That’s a small price to pay for positive word-of-mouth advertising.

This is just one instance of the myriad customer service situations that will present themselves throughout the day. But regardless of the scenario, always look for a solution that puts customer service first without hurting the business or your employees.

14. Be Tough But Sensitive

It may seem like a contradiction in terms, but a great restaurant manager needs to be tough but sensitive, rigid but flexible. You need to set high standards and goals and expect your employees to produce results.

That may mean that you have to push your employees outside their comfort zone once in a while. But that’s really the only way they are going to grow and improve in the restaurant industry. Adversity and challenge breeds experience and skill.

But being tough doesn’t mean that you have to forsake sensitivity and flexibility. You can reach your goals and drive your employees to improve while at the same time being sensitive to their needs and flexible to the demands of the situation.

A fairly obvious example would be if a valued employee’s parent or spouse or close relative died suddenly in an accident. They would take some time off, sure, but chances are, they would still be suffering from shock and grief when they returned to work.

In that case, they might not be performing up to your normal standards (whatever those standards may be). Does that mean they need to be let go? Of course not. Now if the behavior persists pasts a certain point, you may have to consider that as an option.

But for the time being, you need to be sensitive to their life outside the walls of your restaurant. You also need to be flexible enough to, perhaps, schedule them for slower shifts, or give them a reduced workload. This will give them time to heal and return to the previous high level of job performance.

Not every situation that demands sensitivity and flexibility will be this cut and dried. Instead, it could be something as subtle as a friction or disagreement between two employees that demands that you don’t schedule them together for a while.

Or, it could be a situation where a bartender has just been promoted to head bartender and isn’t performing the same as before. You need to be sensitive enough to realize that she now has a lot more responsibility and is just trying to find her way into this new role.

15. Get Comfortable With Multitasking

Yes, there will be times when you’re able to concentrate on one thing for an hour or two. But for the most part, your job as a manager is going to demand that you are comfortable with, if not an expert at, multitasking.

Your employees are going to be coming to you with questions about all sorts of things. Suppliers are going to be calling to schedule deliveries. Customers are going to want to talk. And that’s just the “people” side of the business.

You’ve got schedules to put together, finances to reconcile, advertising and marketing to arrange…and that’s just the beginning of the list. Your day is filled to overflowing with countless tasks and innumerable interruptions.

You need to be able to give your attention to one task for a period of time, allow yourself to be pulled away to a second task when necessary, and then be proficient enough to step right back into that first task without hesitation.

That’s multitasking in a nutshell and should be the cornerstone of every restaurant manager’s skill set. Without the ability to multitask, you’re going to feel overwhelmed and incredibly frustrated in very short order.

If you’re having trouble getting comfortable with multitasking, try these simple suggestions:

• Work on related tasks together. This helps minimize the toll on your neurons when your brain has to adjust.
• Keep your to-do list visible. This reminds you what really needs to get done and where your focus should always return.
• Take in new information when you’re sure you won’t be interrupted. This can help ensure that the new information gets committed to memory.

With a bit of practice and determination, you can improve your ability to multitask just like you can improve other parts of your job.

Work On Yourself Like You Work On The Business

Working on yourself, like working on the business, can be a daunting task. Thankfully, working on yourself takes a single step to get started. If you feel that you’re lacking in any of the skills above, pick out the one that’s the most important to you and make an effort to improve.

When you feel like you’ve integrated that skill into your management style, pick another skill from this list and work on it. By improving yourself and your management style, you can effectively improve your staff, your employees, and your restaurant as a whole.

Schedule Time To Improve The Way Your Business Runs

Incorporating these restaurant management tips into your workweek takes commitment and time. But the results are well worth the effort. The best way to keep your business running smoothly is to harness the power of scheduling software like Sling .

Not only does Sling help you schedule time to improve your management style , but it also helps you simplify and streamline the way you schedule, track, and communicate with your employees.

The powerful Sling A.I. offers suggestions and notifications so you can avoid conflicts and double-bookings when creating your employee work schedule. This makes it easy to get your scheduling done quickly so you can move on to other important tasks.

Sling also offers a time clock feature that all your employees can use right from their own mobile device. No paper time sheets or fixed terminals needed. That helps you cut costs and reduce potential headaches.

Those two features alone would be enough to cut significant time off the process of organizing and tracking your employees. But Sling takes it a step further by adding real-time labor cost analysis. With this extremely useful feature , you can optimize your spending while you schedule and gain insight into the way your business runs.

Other features like employee messaging , company newsfeed, and task list make Sling the most powerful solution for managing, scheduling, organizing, and communicating with your employees. It really is the key to improving the way you work and the way your business operates.

For more free resources to help you manage your business better, organize and schedule your team, and track and calculate labor costs, visit GetSling.com today.

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What Makes a Good Restaurant Manager

• Published October 26, 2023
• Updated 8 months ago

Table of Contents

In the dynamic and fast-paced world of the restaurant industry, the role of a restaurant manager is crucial for ensuring smooth operations and exceptional customer experiences.

A good restaurant manager possesses a unique set of skills and qualities that enable them to excel in this demanding position.

This article delves into the essential attributes that make a successful restaurant manager, including:

• strong leadership abilities,
• effective communication skills,
• problem-solving expertise,
• extensive industry knowledge, and
• outstanding customer service skills.

Strong Leadership Skills

To excel in their role, a good restaurant manager must possess strong leadership skills .

Effective management in a restaurant setting requires the ability to lead and inspire a team, make critical decisions, and drive the business towards success . Strong leadership skills play a pivotal role in achieving these objectives.

One of the key aspects of strong leadership skills is the ability to communicate effectively .

A restaurant manager must be able to clearly articulate expectations and goals to their team members, ensuring everyone is on the same page. This includes providing clear instructions, giving constructive feedback, and actively listening to the concerns and ideas of the staff.

By fostering open lines of communication, a manager can create a positive work environment where employees feel valued and motivated.

Additionally, strong leadership skills enable a restaurant manager to effectively delegate tasks and responsibilities.

Delegation is crucial in ensuring smooth operations and optimal productivity. By assigning tasks to the appropriate team members , a manager can leverage individual strengths and skills, resulting in increased efficiency and improved customer service.

Moreover, strong leadership skills help a manager navigate challenges and solve problems.

In a fast-paced restaurant environment, unexpected issues can arise at any moment. A good leader remains calm under pressure , assesses the situation quickly, and makes informed decisions to resolve the problem efficiently.

This ability to make critical decisions swiftly and confidently is essential for maintaining smooth operations and ensuring customer satisfaction.

Effective Communication Abilities

Effective communication abilities are essential for a restaurant manager to successfully lead their team and ensure clear expectations and goals are established.

The ability to effectively communicate with both employees and customers is crucial in maintaining a positive work environment and delivering exceptional service.

Here are five key communication techniques that a restaurant manager should possess:

• Active listening: Listening attentively and empathetically to employees’ concerns or suggestions fosters trust and encourages open communication.
• Clear and concise instructions: Providing clear instructions ensures that employees understand their responsibilities and can perform their tasks efficiently.
• Non-verbal communication: Being aware of body language and facial expressions helps convey messages effectively, especially in high-stress situations.
• Conflict resolution: Addressing conflicts promptly and finding mutually beneficial solutions helps maintain a harmonious work environment.
• Feedback delivery: Providing constructive feedback to employees helps them grow and develop professionally.

A restaurant manager’s ability to effectively communicate using these techniques enables them to build strong relationships with their team and customers, leading to improved teamwork, customer satisfaction, and overall success.

Exceptional Problem-Solving Abilities

A restaurant manager’s possession of exceptional problem-solving abilities is crucial for effectively addressing challenges and ensuring smooth operations within the establishment.

In the fast-paced and dynamic environment of a restaurant, issues can arise on a daily basis, ranging from customer complaints to supply chain disruptions.

It is essential for a restaurant manager to possess strong critical thinking skills to quickly identify the root cause of a problem and develop appropriate solutions.

Effective problem-solving requires a combination of analytical thinking and decision-making skills.

Restaurant managers must be able to analyze complex situations, consider multiple perspectives, and evaluate potential solutions.

They must also be able to make timely and informed decisions, weighing the pros and cons of each option while considering the impact on various stakeholders, such as customers, employees, and the business as a whole.

Exceptional problem-solving abilities enable restaurant managers to address issues promptly and efficiently, minimizing the impact on operations and customer satisfaction. For example, they know when to use the poka-yoke method to eliminate future mistakes.

They are able to think creatively and innovatively to find unique solutions to problems, rather than relying on predetermined processes or approaches.

By employing critical thinking and decision-making skills, restaurant managers can navigate through challenges and ensure smooth operations, ultimately contributing to the success of the establishment.

Extensive Industry Knowledge

Possessing a deep understanding of the restaurant industry is essential for a skilled restaurant manager.

Industry experience and specialized training are crucial for managers to navigate the complexities of running a successful restaurant .

Here are five reasons why extensive industry knowledge is vital for a restaurant manager:

• Efficient Operations: With industry experience, restaurant managers can streamline operations, ensuring smooth workflows, minimizing waste, and maximizing productivity.
• Menu Planning: In-depth industry knowledge allows managers to create menus that cater to customer preferences, incorporate seasonal ingredients, and optimize profitability.
• Inventory Management: A knowledgeable manager can effectively manage inventory levels, reducing costs, minimizing waste, and avoiding stock shortages or overstocking.
• Staff Training and Development: Industry experience enables managers to provide comprehensive training to staff, ensuring they possess the necessary skills and knowledge to deliver exceptional service.
• Adapting to Trends: With specialized training, managers can stay updated with the latest industry trends and adapt their operations accordingly, ensuring they remain competitive in the market.

Of course, gaining extensive industry knowledge takes time. Time the restaurant doesn’t always have.

Sometimes, a new manager has to be brought in before they’ve had time to gain extensive experience. That’s okay – there’s no need to panic. If they use a good labor management system , they can be brought up to speed more quickly.

How? Well, a good labor management software can help a manager build efficient, effective schedules even if they have no experience building restaurant schedules. The system itself will ensure that all aces are in their places and that all assigned shifts follow both company policy and applicable labor laws.

Outstanding Customer Service Skills

How can restaurant managers ensure outstanding customer service skills?

The key to achieving exceptional customer service lies in the manager’s ability to prioritize customer satisfaction and possess excellent interpersonal skills.

To begin with, a restaurant manager must understand the importance of customer satisfaction . They should strive to create an environment where guests feel valued and their needs are met promptly.

This involves training and motivating staff to provide exceptional service, addressing customer concerns promptly, and constantly seeking feedback to improve the dining experience.

Additionally, strong interpersonal skills are crucial for a restaurant manager to excel in customer service. They must possess effective communication skills to interact with both customers and staff. This involves active listening, empathy, and clear communication to ensure that customer needs are understood and met.

Furthermore, a manager with good interpersonal skills can build rapport with customers, creating a positive and welcoming atmosphere.

Frequently Asked Questions

What are some key qualities that set a good restaurant manager apart from an average one.

Effective communication and strong leadership skills are key qualities that set a good restaurant manager apart from an average one. These qualities allow them to effectively manage staff, handle customer concerns, and maintain high standards of quality and service.

How Does a Restaurant Manager Effectively Handle Conflicts Among Staff Members?

When it comes to effectively handling conflicts among staff members, a restaurant manager must possess strong conflict resolution techniques and team building strategies. This ensures a harmonious work environment and promotes teamwork and productivity.

Can You Provide Examples of How a Restaurant Manager Has Successfully Resolved Challenging Situations in the Past?

Examples of effective conflict resolution by restaurant managers include addressing the issue promptly, listening to all parties involved, and finding a mutually beneficial solution. Strategies for managing busy periods in a restaurant involve effective scheduling , efficient workflow, and clear communication.

What Strategies Can a Restaurant Manager Employ to Ensure a Smooth Flow of Operations During Busy Periods?

During busy periods, a restaurant manager can employ various strategies to ensure a smooth flow of operations. These may include efficient staff scheduling, clear communication with the kitchen staff, and proactive measures to address customer complaints promptly and effectively.

How Does a Restaurant Manager Maintain a High Level of Satisfaction Among Customers While Also Managing the Demands of the Kitchen and Staff?

Maintaining customer satisfaction while managing the demands of the kitchen and staff requires a restaurant manager to be highly organized, attentive to customer needs, effectively prioritize and delegate task , and ensure efficient communication between front-of-house and back-of-house operations.

In conclusion, a good restaurant manager possesses several key qualities.

These include:

• Strong leadership skills
• Effective communication abilities
• Exceptional problem-solving abilities
• Extensive industry knowledge
• Outstanding customer service skills

These qualities enable them to effectively lead and motivate their team, communicate effectively with staff and customers, resolve issues efficiently, and provide exceptional dining experiences.

By embodying these traits, a restaurant manager can contribute to the overall success and reputation of the establishment.

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16 Restaurant Supervisor Skills for Your Career and Resume

Learn about the most important Restaurant Supervisor skills, how you can utilize them in the workplace, and what to list on your resume.

A restaurant supervisor is responsible for the day-to-day operations of a restaurant, including managing staff, handling customer complaints and ensuring that the restaurant is running smoothly. Restaurant supervisors need to have a variety of skills to be successful in this role. If you’re interested in becoming a restaurant supervisor, learning about the necessary skills can help you determine if this is the right career for you.

Problem Solving

Team leadership, flexibility, communication, customer service, performance management, inventory management, organization, training & development, conflict resolution, decision making, food preparation, safety & sanitation.

A restaurant supervisor needs to be able to cook the food they serve. This means you need to know how to prepare a variety of dishes and have knowledge about different cooking techniques, ingredients and recipes. You may also need to train other kitchen staff on proper food preparation methods.

Problem solving is the ability to identify and resolve issues. As a restaurant supervisor, you may need to solve problems that arise in the workplace or with customers. For example, if an employee calls out sick, you might have to find someone to fill their shift and ensure the rest of your staff can continue working effectively. You could also use problem-solving skills when dealing with customer complaints. For example, if a customer complains about slow service, you might be able to help them understand why it took longer than usual and offer them a discount on their next visit.

Scheduling is the ability to plan and organize work shifts for employees. As a restaurant supervisor, you may be responsible for scheduling staff members’ time at work. This requires attention to detail as well as an understanding of how each employee’s skill set complements others’. For example, if one employee has experience working with customers who have dietary restrictions, it might be beneficial to schedule them during lunchtime when these customers are more likely to visit.

Team leadership is the ability to motivate and guide a group of people toward common goals. Restaurant supervisors often work with teams of employees, such as kitchen staff or waiters, who each have their own responsibilities. Effective team leaders can help these groups function more efficiently by providing guidance and feedback on how to improve performance. They also know how to encourage their employees to work together effectively and build positive relationships.

A restaurant supervisor needs to be able to lead their team in order to ensure that the restaurant is operating smoothly and efficiently. This means that they need to have strong leadership skills, including being able to motivate their employees, delegate tasks effectively and resolve conflicts between staff members.

Leadership also involves providing direction for your employees so that they can grow within their roles and advance in their careers. You may also use your leadership skills when training new supervisors or managers on how to manage a restaurant.

Flexibility is the ability to adapt to changing circumstances. As a restaurant supervisor, you may need to be flexible with your schedule and work hours. You might also have to change plans or shift priorities when unexpected situations arise. Being able to adjust quickly can help you maintain order in your workplace and keep your employees happy.

Communication is the ability to convey information clearly and concisely. As a restaurant supervisor, you may need to communicate with employees of different departments or levels within your organization. For example, if an employee needs training in a new system, you can use communication skills to explain how the system works and what they should expect from it. You can also use communication skills to relay feedback about performance evaluations, discuss changes in company policy and provide other important information to your staff.

Customer service skills are important for restaurant supervisors because they often interact with customers directly. They need to be able to provide excellent customer service and ensure that their staff is doing the same. Customer service skills include greeting guests, answering questions about menu items, resolving complaints and ensuring that all patrons leave satisfied.

A restaurant supervisor needs to be able to provide constructive feedback and set goals for their employees. This is an important part of the performance management process, as it allows you to help your team members grow professionally and improve their work quality. It’s also a way to show your employees that you care about them and their success at work.

A restaurant supervisor needs to be able to manage the inventory of their establishment. This includes knowing what supplies they have, how much they need and when they are running low on certain items. It’s also important for a restaurant supervisor to know where all of the food is stored in order to keep track of it.

A good restaurant supervisor should also be able to make sure that the kitchen staff has everything they need to prepare meals. For example, if an employee asks for a specific type of pan or utensil, the supervisor should be able to find it quickly.

Organization is the ability to keep track of multiple tasks and responsibilities at once. As a restaurant supervisor, you may have many duties that require your attention throughout the day. Having strong organizational skills can help you prioritize your work and ensure all necessary steps are completed in a timely manner. It’s also important to be organized when planning for large events or gatherings, as this ensures everyone has what they need and nothing is forgotten.

A restaurant supervisor needs to be able to train and develop their staff. This means you need to know how to create a training program, identify areas of improvement for employees and provide feedback on performance. You also need to be able to help your employees grow in their roles by providing them with opportunities to learn new skills or take on more responsibility.

Conflict resolution is the ability to diffuse a situation and help people come to an agreement. As a restaurant supervisor, you may need to resolve conflicts between employees or customers. For example, if one employee feels another employee isn’t performing well, you can mediate the conversation and find a solution that satisfies everyone involved. You also might diffuse arguments between customers who have differing opinions about food quality or service.

A restaurant supervisor needs to make decisions about how to run their business. They need to decide what menu items to serve, which suppliers to use and how to handle customer complaints. A good decision maker can help a restaurant grow by making the right choices for the company’s success.

A restaurant manager also makes many small decisions throughout the day. For example, they might have to decide whether to give an employee time off or if it’s worth it to buy new equipment.

Food preparation is the ability to prepare food for customers. This includes cooking, baking and seasoning meals as well as garnishing dishes with spices or sauces. Restaurant supervisors need to be able to prepare food in order to ensure that their staff members are following proper food safety procedures. They also need to know how to properly cook certain foods so they can taste test them when necessary.

Safety and sanitation are two of the most important aspects of a restaurant manager’s job. You need to ensure that your employees follow all health regulations, including maintaining clean work spaces and handling food properly. You also need to make sure that your staff follows safety protocols when working with equipment or chemicals. This ensures that everyone stays safe while working in the kitchen.

How Can I Learn These Restaurant Supervisor Skills?

There are a few ways that you can learn the necessary skills to become a restaurant supervisor. Many of these skills can be learned through on-the-job training, or by taking courses offered by your employer or through a vocational school. You can also learn these skills by reading books or articles on the subject, or by attending seminars or workshops.

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8 essential skills for restaurant managers

Restaurant managers oversee nearly every aspect of your business. They run operations, manage and hire restaurant staff , handle crises, and keep customers happy. It’s pretty tough. 

You know what else is tough? Finding a good restaurant manager. 

With a broad role like this, it’s tricky to know which skills to look for and how to assess them. Get it right, and you can expect a thriving business. But if you miss the mark, things can go south pretty fast. 

Luckily, we're here to help. Below, we discuss eight essential skills to look for in restaurant managers – and show you how to assess your restaurant manager candidates properly.

Table of contents

What is a restaurant manager, core skills every restaurant manager should have, how to assess restaurant manager candidates , 3 mistakes to avoid when assessing candidates, discover the most skilled restaurant managers with testgorilla.

A restaurant manager handles the day-to-day operations of a restaurant. They oversee staff, manage resources, and keep customers happy. 

Restaurant managers often perform a wide range of tasks. Here are some of their daily duties. 

Working closely with chefs to discuss menu items and kitchen needs. 

Checking inventory and placing orders for supplies. 

Overseeing the dining area, checking that service runs smoothly, and making sure customers are happy. 

Handling shift schedules to make sure the restaurant has enough staff. 

Training and showing the ropes to new employees 

Resolving all sorts of conflicts – from staff clashes to customer complaints. 

Collaborating with everyone from the head chef, kitchen staff, and servers to suppliers and – sometimes – restaurant owners.

Overall, you can rely on good restaurant managers to run your business, even when you’re not looking. They’re crucial in improving efficiency, saving costs, and providing exceptional customer experience. 

Candidates with the hard and soft skills listed below are most likely to excel in your restaurant manager role.  

Hard skills and technical know-how

Inventory management: Keeping shelves properly stocked is a crucial part of the job. With good inventory management skills, restaurant managers can help avoid waste, control costs, and ensure there are always enough ingredients on hand.

Health and safety compliance: Staying on top of health codes isn’t optional – it’s a legal must. The best restaurant managers will know every food safety and hygiene rule. Plus, they’ll stay connected with local authorities to avoid legal troubles and provide a safe dining experience for your guests.

Budget management: Look for restaurant managers who are experienced in budgeting, forecasting, and reporting to keep your restaurant’s financial health in tip-top shape.

Software proficiency: Restaurant managers who are well-versed in point-of-sale systems (POS), reservation and table management apps, and staff scheduling tools can help streamline tasks, save time, and reduce mistakes. This way, they can spend more time overseeing live operations and tending to customers. 

Soft skills and traits

Leadership: Great restaurant managers don't just manage – they lead. A skilled restaurant manager can inspire and motivate staff to achieve common goals, help the team get through the stormiest shifts, and make every employee feel valued.

Customer service: Dana Spiotta, author, and restaurateur, shared, “Although a great restaurant experience must include great food, a bad restaurant experience can be achieved through bad service alone.” Find candidates who go the extra mile for guest satisfaction, handle service hiccups with grace, and encourage customers to come back. 

Problem-solving under pressure: When the heat is on, a cool head solves the problem. Whether they’re dealing with a delayed order, a staffing issue, or a customer complaint, a good restaurant manager can think on their feet, find effective solutions, and keep things moving. 

Attention to detail: When it comes to good restaurants, the devil is in the details. Applicants with an eye for detail can help maintain high standards in food presentation, cleanliness, and service to ensure a top-notch dining experience. 

Want to hire for other food and beverage roles? Check out our guides to writing a head chef job description , hospitality manager job description , and server job description . We detail the key skills for these jobs and provide you with a job description template to get started. 

Resumes list candidates’ skills and past experiences. But how can you use a candidate’s resume to check if they truly have the skills and knowledge you need? The answer: you can’t . 

The best way to assess applicants is through talent assessments with a platform like TestGorilla. 

You can choose from 400 tests – including tests on job-specific skills, personality traits, cognitive abilities, and more – to get a good understanding of your candidate’s strengths and abilities before hiring them. This process is quick, and it helps you make fair hiring decisions rooted in hard data. 

Combine up to five of the below tests to create a talent assessment that’s unique to your restaurant manager position. You can even add your own custom questions. 

Here’s how you can use TestGorilla to find the best restaurant manager. 

Evaluate your candidates’ hard skills

Consider these job-specific tests to learn more about your applicants’ technical skills: 

Our Restaurant Management test is an excellent one-stop shop to assess candidates’ operational skills, food and safety standards, financial management, and staff management abilities.    

The Business Operations Management test lets you see how applicants plan, organize, and control your restaurant’s operations, inventory, and supply chain.

TestGorilla’s Budgeting test gives you a glimpse into how candidates can estimate, monitor, and control your restaurant’s expenses. 

Look for these soft skills

In addition to testing their hard skills, test your candidates for some softer skills they need to connect with customers, staff members, food critics, and others. Here are some tests you might use:

The Attention to Detail (Visual) test is a great tool to see if candidates can pay close attention to visual cues and quickly spot and fix any mistakes. 

With our Leadership and People Management test, you can instantly judge if a candidate has what it takes to both guide and influence your restaurant staff. 

Use the Problem Solving test to assess how applicants lean into and provide quick and effective solutions for problems – a crucial part of any restaurant manager’s job.  

Put candidates through our Enneagram , 16 Personalities, DISC, or other personality tests to look for adaptability, resilience, motivation, and other traits that will help them meet the role’s demands. 

Don’t forget to check for culture add

Candidates who don’t vibe with your culture won’t work out in the long run, no matter how skilled they are. Consider this test to be extra sure you’re hiring someone who’ll match your company’s energy and values: 

Our Culture Add test lets you rank values and attributes that are most important to your company – for instance, diligence, helpfulness, and so on. Candidates complete the same test so you can see what matters most to them and hire candidates who’ll not only match but also contribute to your restaurant’s culture . 

Seal the deal with behavioral interviews

Behavioral interviews are perfect in digging deeper into your candidates’ skills and experiences, getting a sense of who they really are, and learning more about how they deal with real-world situations.

Try asking questions like:

"Can you tell me about a time when you had to handle a difficult customer situation? What steps did you take, and what was the outcome?" - This gives you insight into their problem-solving and customer service skills.

"Describe a situation where you had to motivate your team during a particularly busy shift. What strategies did you use, and how did the team respond?" - This helps you understand their leadership style and ability to keep the team energized and focused under pressure.

Want more ideas? Check out our blog post with 36 behavioral interview questions for managers . 

When assessing restaurant manager candidates, stay clear of these common pitfalls that could lead to hiring the wrong person for the role. 

1. Failing to check out their flexibility and availability

Restaurant staff don’t typically work your standard nine-to-five gig. Their hours can be more demanding. We’re talking late nights, weekends, and even some holidays. HR expert Yashna Wahal told us, ”If you don’t probe into a candidate's willingness or ability to work these hours, you’ll end up in a bind when you need them most.” 

2. Leaving specific tech skills out of the equation

Today’s restaurants run on technology. Whether it’s for accepting online reservations or organizing staff schedules, your restaurant manager will need the right amount of tech-savviness to deal with your restaurant’s tech. 

Don’t forget to ask candidates which tools they’ve used before or check how they handle your restaurant's systems. Otherwise, you could end up with a manager you’ll need to train from scratch or someone non-tech-savvy who’ll slow things down.

3. Ignoring the importance of local market knowledge

Restaurants aren’t just about what’s cooking. It’s also about who’s coming in through the door. Good restaurant managers must understand local trends and be well-cued into what customers want. 

If you don’t evaluate your candidates’ familiarity with the local market, you could hire a restaurant manager who simply can’t attract and impress customers. For example, if a new manager tries to sell high-priced meals in a restaurant popular with college students, they might not get many takers since most students are looking to keep it cheap.

Looking for more information? Check out the answers to these frequently asked questions. 

What is the daily routine of a restaurant manager?

Every day can be a bit different, and it depends on the business. Usually, a restaurant manager starts off the day by checking the stock levels, catching up with the team, and getting everything ready for when customers start coming in. They're also there to sort out any issues during meal times. They often end their day looking at the finances and planning for the next day.

How much do restaurant managers get paid?

What a restaurant manager earns depends on things like where the restaurant is, what kind of place it is, and how much experience they've got. According to ZipRecruiter, on average, they make about $54,000 a year, which breaks down to around $26 an hour.

Why do restaurant managers quit?

Managing a restaurant can be super stressful because it's such a demanding job. If managers don't love what they do or can’t handle the pace, they can burn out fast. That's why it's key to hire people who are passionate, resilient, and understand what the job entails. Also, you should make sure they get the support and breaks they need to stay happy and not get too stressed.

Struggling to retain talent? Read our guide about how to retain talent with skills-based hiring .  

A good restaurant manager comes with good knowledge of the restaurant industry. But a great restaurant manager brings a unique set of hard and soft skills to the table, shining in everything they do – from running service and scheduling shifts to managing customer complaints, planning finances, and sticking to food safety laws. 

With so much at stake, you can’t just scan a resume and hire someone on a whim. You need to see them in action, and our expert-created talent assessments are the best way to do this. Pick from hundreds of tests to check your candidates' real-world skills, traits, and cognitive abilities so you can hire a restaurant manager who ticks all the boxes. 

Ready to start hiring? Check out our library of 400 tests, book a live demo with a member of our team, or create a free TestGorilla account today!

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8 Things Highly Effective Restaurant Managers Do

The restaurant manager sets the tone for the entire operation.

Restaurant managers have high-pressured, demanding jobs that incorporate a multitude of tasks.

From time management to employee care and customer service, restaurant managers must have special skills to do their job well.

In this article, we look at eight things highly effective restaurant managers do so you can make your restaurant as successful as possible.

#1: They Respect Their Staff

One of the best ways to motivate your staff to provide the best customer service to guests is to show them you respect them.

This is a trait of highly effective restaurant managers – they respect their team.

The best managers treat their staff like individuals. They respect their ideas and their concerns. They learn about their team on a personal level.

When staff feels respected by the manager, they perform better and are more loyal.

In addition, you don’t want to play favorites. This is a quick way to ruin all of your hard work building a rapport with staff.

#2: They Communicate

Highly effective restaurant managers communicate in a positive manner with their employees. They know how to use constructive criticism to improve the work of their team.

Effective communication is an absolute must for restaurant managers. Without it, your restaurant staff will have a hard time coming together as a team, and morale will be low.

Great communicators are skilled at problem solving, negotiating conflict and making their staff feel empowered.

Here are a few things restaurant managers can do to improve their communication skills:

• Have an open-door policy. This means the manage r leaves the door “open” to encourage transparency and a theme of openness. Questions, comments, concerns and suggestions are welcome at any time, and with an open-door policy, employees feel like they have a voice. Staff feel free to stop by the manager’s office at any time.
• Hold consistent, regular staff meetings. The best plan is to do this before each shift. Make sure each employee knows what’s expected of them during the shift. Give a brief pep talk and encourage staff.
• Use praise, a lot. Encourage communication by giving your team feedback and letting them know anytime you see them doing something good.

Employees who feel valued by a manager with good communication skills are better at their jobs.

#3: They Are Consistent

One of the best things about the restaurant industry is that each day is different. You meet and serve different people, and oftentimes you offer different food in the form of the day’s special.

While this can be energizing, it can also cause stress among the staff.

Effective restaurant managers are pillars of consistency. They are reliable, and the staff can count on them no matter what the day throws at them.

The manager’s consistency trickles down to the staff and helps everyone work together in a more cohesive fashion.

#4: They Set the Culture

The number one reason people quit their jobs is their manager. Once you understand this, you can work towards setting the right culture for your staff.

Highly effective restaurant managers know what they want their team culture to look like, and then they make a plan to encourage it. (tweet this)

For example, if you want to encourage a culture of customer service, do your best to first provide that to your employees. Praise your staff on a regular basis, reward them for going above and beyond and offer thanks regularly.

Consider some of these words when deciding what kind of culture you want to create at your restaurant:

• Leadership and autonomy

Happy employees make happy customers.

#5: They Are Planners

Effective restaurant managers begin each day with a plan.

This is the best way to manage a restaurant because things often come up, and restaurant managers are pulled in many directions.

To stay on track, begin with a plan. For starters, you need a list.

You can do this on paper, or you can use an electronic system. Just make sure that whichever method you choose, you keep it in front of you so you can work your plan.

Here’s a checklist to get you started:

• Know who is coming in to work. Plan their shift assignments. Don’t do this on the fly because staff notices when managers aren’t prepared.
• Do an inventory of food and supplies. Know what you’re starting your day with so you can cross check it at the end of the day. You also want to be aware of what ingredients you are low on so you don’t get caught empty-handed.
• Make a list of any tasks, other than preparing and serving the food, that you need your team to take care of when it’s slow.

#6: They Problem Solve

Often, a manager’s task involves putting out fires. Some managers may even find themselves doing this all-day long.

Highly effective restaurant managers leave time in their schedule for problem solving and conflict resolution.

Whether it’s contentious staff, angry customers, an inventory shortage, late delivery or something else entirely, restaurants often encounter issues that require quick thinking and problem-solving skills.

If you need some training in this area, look for a class that can help you learn how to better problem solve.

#7: They Multi-Task

As the manager, someone usually wants you for something during a busy shift.

The best restaurant managers are highly capable multi-taskers.

But, there is a balance. While you need to be skilled at multi-tasking, you also need to know when to delegate.

The goal of effective managers is to be able to float through the restaurant taking care of several things at once.

Perhaps you need to greet customers. This is an important task because it makes customers feel valued. Yet, you have a problem in the kitchen. Great managers can handle both of these scenarios at the same time.

The best managers don’t get flustered and work their way from one task to the other with ease. They are calm and patient.

#8: They Set an Example

Highly effective restaurant managers are the first to arrive and the last to leave. They set the tone for the rest of the staff.

If you want your staff to be the best they can be, you have to lead by example. Here are some tips:

• Be on time. You can’t expect staff to arrive a few minutes early if you’re always late.
• Leave last. Stay until all the work is completed.
• Be thoroughly versed in every job in the restaurant. Make sure if needed that you could take over seamlessly.
• Solve problems immediately and don’t let them fester.

Final Thoughts

Highly effective restaurant managers are superhuman. They wear a number of hats each day they work.

If you want to create a dynamite team and have a smooth-running restaurant, you want to be a highly effective restaurant manager.

Hone your communication skills, work on your customer service, plan and be positive. You’ll soon have your team following suit. (tweet this)

Highly effective managers have a great team ready to work hard for every shift. This reflects itself in the great service your staff provides your customers which in turn puts your restaurant ahead of the competition.

Highly effective restaurant managers make sure they have a great, mobile-friendly website that highlights the restaurant. If you don’t or you’d like a website tune-up and refresh, contact us for your free website consultation . We’ll make sure your website works for your site visitors and is the centerpiece of your marketing.

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2 responses to “8 things highly effective restaurant managers do”.

Very helpful to read all those points for a role with high responsabilties. Is been 20years i’m in this industry and i’m ready to push myself to get this role. Now i need to be train or get a mentor for all the administrative part. Planning to step up because iget contacted. Thank you

I NEED TO KNOW ABOUT BEING A EFFECTIVE MANGER IS THERE ANY TRAINING SCHOOL KINDLY LET ME KNOW

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9 most in-demand soft skills for restaurant management jobs

Do you aspire to practice in the hospitality industry and yearn to take a management job in a restaurant? If, yes you are probably asking yourself questions such as, ”What skills do I need to become a restaurant manager and how do I acquire them?”  

Restaurant management is a very rewarding career. The hospitality industry is laden with lots of opportunities that you can grab and use to make a name for yourself.

A restaurant manager is responsible for the day-to-day activities in the restaurant. The roles involves:

• Designing staff schedules, sign-off hours, and overseeing payroll.
• Ensuring the front bar and the kitchen are well-stocked.
• Ensuring that the company rules and protocols are followed.
• Managing budgets  and submitting profitability reports.
• Attending meetings and contributing on how to increase the restaurant’s profits.
• To a little extent, creating the menu.

To become a reliable restaurant manager, you need a mixture of both hard and soft skills.

Soft skills vs. hard skills in the hospitality industry

Hard skills are specific teachable skills that can be proven through certifications, diplomas or degrees. Soft skills are based on emotional, social, and communication skills that cannot be measured and can be gained through experience.

Hard skills are  technical skills  you require for a select job position in the hospitality industry. If you are applying for a housekeeping job, you will need to know cleaning products and cleaning procedures. And if you are applying for a restaurant manager position, you may need skills such as food and beverage management, commercial acumen, human resource management.

Even though you have technical skills for the job, you must have soft skills such as communication knowhow, being a good problem solver and remaining calm in hectic situations. In addition, having time management skills and the ability to work with a team are essential soft skills that you need in your hospitality career. Other soft skills worth cultivating are having a solid work ethic, maintaining a positive attitude and controlling your emotions.

The most marketable soft skills for restaurant management jobs

1. excellent communication skills.

Strong communication skills  are essential in the hospitality industry. As a restaurant manager, having excellent communication skills helps you become a great leader.  Each day you will be dealing with people from different backgrounds, ages, gender and nationalities. Advisably, communicate clearly and understandably.

Clear communication gives employees a sense of belonging to the organization. When employees feel they can be heard and communicate to their supervisors, they feel a part of the business and are more motivated to work.

Clear communication is essential in a restaurant set-up where stress levels can be high during peak periods. Also, communicating effectively with customers helps build a good relationship, encouraging them to return to your restaurant.

2. Problem-solving and conflict management skills

Problem-solving and conflict management skills serve a vital role in the restaurant management position. Conflicts can cost an organization a lot, lost profits in lost time, lower productivity and poor decision-making. If you can communicate effectively and build a teamwork spirit, you are more likely to lower the number of conflicts in your restaurant.

However, a few conflicts are bound to pop out, especially from staff. In case of conflicts, listen to both parties and develop a fair solution to solve the matter. In addition, a restaurant manager will need to solve problems between customers and staff. For example, if a customer complains about their room, you can offer something like free drinks while waiting for another guest to check out. This will help you avoid conflicts and keep your customers happy. You need to think quickly and come up with the best solution before the matter escalates.

3. Positive attitude

Restaurant managers need to maintain a positive attitude towards their jobs.  A positive attitude is not only about plastering a cheesy smile on your face or trying to be nice to everyone in your restaurant. It is about fostering a workplace culture that promotes excellence and success.

In simple terms, positive and supportive managers keep their staff engaged. And happy employees are highly productive employees. A  LinkedIn Poll  found that the number one skill of a restaurant manager is a friendly personality.

Focusing on positivity, especially during stressful moments in the restaurant, which are very common in restaurants, will inspire staff to work harder, reduce turnover and increase your restaurant’s profits. Train your mind to see positivity in every situation and you will grow a more positive attitude.

4. Attention to detail

From establishing budgets, setting tables, spotting which ingredients have reached their expiry date in the kitchen, there are a lot of small yet important details that restaurant managers should have their eyes on. Although it can be challenging to keep track of everything, attention to detail is crucial as a restaurant manager.

It is essential to train yourself to analyze all situations and be attentive to details. You can make use of apps and software for inventory and budgeting to help you stay organized. Paying attention to details will help you stay organized and prevent minor stuff from slipping through the cracks.

5. Multitasking skills

To become a successful restaurant manager, flexibility is critical. There is no such thing as a quiet day in the office, the day is always hectic, and you need to handle several tasks at the same time. It is always good to plan for your schedule each day.

You may start your day in the office, then head out to greet customers or engage with vendors on the same day. You must be able to balance taking up different roles on the same day and ensuring everything is running perfectly in the restaurant. Also, you need to be able to handle pressure and always remain composed even when things are chaotic. When you are flexible, you become an important asset to your restaurant.

6. Team spirit

As cheesy as it sounds, teamwork makes the dream work. Working well with others and creating a comfortable working environment is very crucial as a restaurant manager. Leaders should lead by example, and as a restaurant manager, you should strive to create a collaborative environment for your staff.

Working as a team player with your staff helps them see your commitment to the restaurant and to them. In addition, as you work with your staff, you connect and learn more about them and what they do. Given the high turnover rates in the hospitality industry, teamwork can be challenging. Thus, you will have to get used to seeing new faces now and then. However, teamwork is beneficial, especially during busy periods.

7. Adept language skills

Another soft skill that is important for restaurant managers is language skills. If you can  learn more languages  commonly spoken around your region, you can communicate effectively with people who walk through your restaurant’s door and need your service. This will make you be in high demand.

Multilingual professionals are beneficial in the hospitality industry because guests from outside your culture can visit your restaurant. Thus, you are most likely to interact with customers who do not speak English as their first language.

8. Cultural awareness skills

While working in the restaurant business, many customers you will come across or people you will work with will be from different countries. This means you will interact with people from different backgrounds and cultures. Thus, you need to be culturally aware and adapt norms from cultures different from your own.

Your customers or staff will have beliefs, perceptions, and values different from yours, so it is essential to consider this when interacting with customers and staff. Learning about other cultures can help you respond to cultural differences appropriately.

When you understand the value and beliefs of people you encounter, you can craft a customer experience that promotes trust and comfort. Ensure every customer visiting your restaurant and staff is happy regardless of their cultural beliefs and background.

9. Take criticism well

As a restaurant manager, you need to learn how to deal with criticism and learn from feedback. Each time a customer comes to complain to you, you have an opportunity to practice this skill. Even when the complaint feels unfair or unwanted, you can learn from the feedback. This will allow you to improve your restaurant’s customer experience and attract more guests.

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Articles about operations, marketing and concept strategy consulting for food service owners and operators., steps to effective problem solving.

Effective problem solving is not a skill that comes to most people naturally. It is a taught skill that must be practiced to become effective, a structure in the way you approach every problem you tackle. The following problem solving system is derived from a version of the scientific method I was taught at a very young age. One factor that classic versions of the scientific method do not take into account is perceived problems. A few of the problems facing the foodservice industry today are problems not derived from ineffective systems or procedures. They are derived from incorrect perceptions from our target audience.

What is a perceived problem? A perceived problem is a conclusion that some or many of your target audience have come to that may or may not be correct. Sounds confusing, doesn’t it? Ever wondered why you can please all of the people some of the time and some of the people all of the time but never all of the people all of the time? Every person that comes in contact with you or your business will take away a different perception of you no matter how identical you act to everyone who walks in the front door. Every person will have their own perception of you.

Is perception important? Your friends or customers perception is actually more important than the facts. If the service in your restaurant is fantastic, but 2 percent of your clients believe your service is horrible, who’s correct? In the case of that 2 percent, they are. Will you sway their opinion by simply stating that they are incorrect because 98% of your clientele believes you give great service? Probably not. Is there really an actual problem with your service if 98% of the people are satisfied? Once again, probably not. Most lump this hypothetical 2% of customers into the category of people that you cannot please. I say it’s not true. In this case, the 2%’s perception of bad service in your restaurant is their reality, which makes it your reality in relation to them. Perception is always more important than reality.

            Can you change people’s perception of you or your restaurant? Absolutely. Rather than ignoring the opinions of a minority of people who think a different way than everyone else, try to form a different solution of how to please them in comparison with everyone else. Most often the conflicting perception of the minority in relation to the majority is caused by a different set of values they have in relation to a certain subject. While the majority of people may consider great service to mean they receive every item they need to make their meal complete without having to ask for it, other people may simply judge service by how friendly the server was despite a few mistakes here and there. Others still may judge service exclusively on speed while some judge it on formality. The differences in perceptions are infinite, but the reality is; you can change people’s perception of your restaurant if you can identify the cause of their perception. This is where an effective problem solving technique comes in to play.

              Studying and repeating this technique could help you become a more efficient problem solver. You may also find you are able to solve some problems you previously thought unsolvable. These seven steps can be related to personal, professional and scientific problems alike. Keep an open mind.

The Seven Steps to Effective Problem Solving  

• Evaluate – Identify your problem first. A problem is an effect resulting from an unidentified cause in a particular scenario.

There are two types of problems

a.             actual – an actual problem is identified by observing a direct and provable correlation between a cause and an effect without variation; the cause always produces the same effect in a given scenario. Perceived problems can always be broken down into one or more actual problems.

b.             perceived – this is a problem identified by witnessing an effect that cannot be created by repeating a cause; a repeated cause creates a different effect in identical scenarios. A perceived problem can be identified but cannot be solved until one or more actual problems are identified that create the perceived problem. To form a correct solution we have to identify the actual problem/s.

• Investigate – Ask questions. Who, what, when where, why, how. Ask every one of these questions for each problem identified. Do not assume.
• Hypothesize – Form an educated guess based on questions asked. What do you think the cause is?
• Analyze – Take apart a problem into base components. What are the most basic parts of the problem? If a problem is too complex to understand, it should be broken into smaller problems that make up the whole problem. Solve all the smaller problems separately to solve the whole problem. Gather information by experimenting with controls and variables using your hypothesis.

a.             controls – perform different tests in an identical scenario to attempt to recreate the same cause and effect; record the results

b.             variables – perform one test in different scenarios to attempt to recreate the same cause and effect; record the results The cause of the problem will be identified when a common cause and corresponding effect is discovered to repeat itself in a particular scenario.

• Reevaluate – Identify the problem again to make sure it was correctly evaluated. If it is determined that the problem is perceived, analyze it until the actual problems that make it up are identified and restate the problem. Repeat from step 1 with the restated actual problem. If multiple restated actual problems are identified, the process must be repeated with each actual problem to solve the perceived problem.
• Synthesize – Put all information back together in a logical order.

Cause + Scenario = Effect.

• Conclude – Test the information. If the problem was correctly identified, and the correct cause of the problem found, the same effect should result from the same cause in the same scenario every time. Include in your conclusion any perceived problems and incorrect causes that were identified before they were broken down into actual problems. Restate the actual problem by identifying the cause and effect in the particular scenario. Identify a solution by changing the cause of the problem in the particular scenario to create a desired effect. Use a formula that you know already works for you or someone else.

    Key Words

Problem – an effect resulting from an unidentified cause in a particular scenario  

Cause – the catalyst that begins a problem   Scenario – the conditions necessary to make a particular cause create a particular effect  

Effect – the result of a problem  

Actual problem – an actual problem is identified by observing a direct and provable correlation between a cause and an effect without variation; the cause always produces the same effect in a given scenario. Perceived problems can always be broken down into one or more actual problems.  

Perceived problem – this is a problem identified by witnessing an effect that cannot be created by repeating a cause; a repeated cause creates a different effect in identical scenarios. A perceived problem can be identified but cannot be solved until one or more actual problems are identified that create the perceived problem.  

Control – particular scenario used to prove or disprove a hypothesis with different causes and effects  

Variables – different scenarios used to prove or disprove a hypothesis with the same cause and effect       Memorize these steps in order until they are a natural thought process when confronted with a problem. You will become a more efficient problem solver.

Investigate

Hypothesize

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Guide: 5W1H Is/Is Not Problem Definition

• May 9, 2023

Being effective at solving problems can often be difficult particularly when you dont know where to start. This is where the 5W1H Is/Is Not technique is useful. This technique uses six basic questions (5W) Who, What, Where, When, Why, and (1H) How to help you really understand a problem before diving into solving it. This used along side the Is/Is not Problem definition method further helps create a strong understanding what is in scope of the problem and what is not in scope.

What is 5W1H Is/Is Not Problem Definition?

The 5W1H Is/Is Not Problem Definition is a structured approach to problem-solving that aims to provide a clear understanding of a particular issue by exploring the issues from all angle. The acronym stands for “Who, What, Where, When, Why, and How.” In this method, you ask these questions to understand the boundaries of the problem for example:

• Who: Who is affected by the problem? Who are the stakeholders?
• What: What is the issue? What is not the issue?
• Where: Where is the problem occurring? Where is it not occurring?
• When: When does the problem happen? When does it not happen?
• Why: Why is this a problem? Why might it have occurred?
• How: How does the problem manifest? How can it be solved?

By asking “Is” and “Is Not” for each of these categories, you’re setting the scope of the problem, making it easier to focus on what needs to be addressed. This method is particularly useful for complex issues where multiple factors could be at play.

Below is an example of a simple completed 5Wh1H Is/Is not table.

Why is 5W1H Is/Is Not Problem Definition Important?

While the method used to create a problem definition may not be important, the creation of an effective problem definition is to ensure you have the focus on the correct problem as it is easy to have the focus go beyond the scope. Using 5W1H and Is/Is not is a useful tool for achieving this and can provide multiple benefits such as:

Proving Clarity: A well defined problem statement using 5W1H helps in clearly defining the problem, eliminating any ambiguity. This is critical for stakeholders to gain a clear understanding.

Setting the Scope: By asking ‘Is Not’ questions, the method helps in setting the boundaries, ensuring that the team does not stray into unrelated issues, thereby conserving resources. One of the biggest risks to projects is scope creep leading to the project scope being too vast to address effectively.

Root Cause Analysis: The ‘Why’ and ‘How’ questions are particularly useful for understanding the problem and provide a useful first step in getting to the root cause of the problem.

Stakeholder Involvement: By identifying ‘Who’ is affected, you can ensure you involve the right people in the problem-solving process.

How to Use 5W1H Is/Is Not Problem Definition

Step 1: create your team.

Get everyone who is impacted by or involved in solving the problem to be part of the team this can be those that work for the company as well as suppliers and customers where necessary to ensure a all angles are covered.

Step 2: Start with ‘What’

Using a 5W1H Is/Is Not template start with the first question of “What” and explain What the problem IS and what the problem IS Not and ensure that all the stakeholders agree before moving on to the next questions.

Step 3: Go Through Each Question

Now go through each of the remaining questions carefully answering the Is and the Is not for each.

For example:

• Who: The production team
• What: Faulty widgets from Machine A
• Where: Production Line 1
• When: During the second shift
• Why: Calibration issue in Machine A
• How: Incorrect settings

Also, note down what each aspect is not. This sets boundaries.

Step 4: Review and Refine

Once you’ve answered all the questions, review them. Make sure they are specific and agreed upon by everyone. If they are not specific and agreed they should be reviewed and clarified by the team to ensure everyone is on the same page when moving forward with the project or solving the problem.

Step 5: Take Action

Now that you’ve clearly defined the problem, it’s time to solve it. Since you’ve also asked ‘How’ and ‘Why,’ you probably have some ideas for solutions.

For techniques around addressing problems can consult our comprehensive list of guides.

In Conclusion, the 5W1H Is/Is Not template is a useful tool for delving into a topic and gaining a better understanding of it. You can create a clear understanding of a topic and identify any misconceptions or areas of confusion by asking and answering the six questions. You can also clarify any misunderstandings and distinguish your topic from similar topics by addressing the “Is Not” section of the template.

• Knop, K. and Mielczarek, K., 2018. Using 5W-1H and 4M Methods to Analyse and Solve the Problem with the Visual Inspection Process-case study. In  MATEC Web of Conferences  (Vol. 183, p. 03006). EDP Sciences.
• Yusoff, N.M., Zakaria, N.A. and Harum, N., 2019. Problem analysis of RPL overhead in 6LOWPAN using 5W1H model .  Int. J. Innov. Technol. Explor. Eng ,  8 (12), pp.5300-5305.
• Changqing, G., Kezheng, H. and Fei, M., 2005. Comparison of innovation methodologies and TRIZ .  The TRIZ Journal, Issue (September 2005) .

A: The 5W1H Is/Is Not problem definition is a technique used to clearly define a problem by answering six fundamental questions: Who, What, When, Where, Why, and How.

A: The 5W1H Is/Is Not problem definition helps to eliminate ambiguity and ensure a thorough understanding of the problem at hand. It provides a structured approach to defining problems, which aids in effective problem-solving and decision-making.

A: The technique involves asking a series of questions: Who is involved? What is the problem? When does the problem occur? Where does it happen? Why is it happening? And how is it happening? Additionally, answering the corresponding “Is Not” questions helps to set boundaries and clarify what the problem is not.

Daniel Croft

Hi im Daniel continuous improvement manager with a Black Belt in Lean Six Sigma and over 10 years of real-world experience across a range sectors, I have a passion for optimizing processes and creating a culture of efficiency. I wanted to create Learn Lean Siigma to be a platform dedicated to Lean Six Sigma and process improvement insights and provide all the guides, tools, techniques and templates I looked for in one place as someone new to the world of Lean Six Sigma and Continuous improvement.

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A skillful leader can help any business or organization achieve its goals. Every leader must have specific skills and traits, whether acquired through training or years of experience in the industry. And a restaurant manager is no exception. Every restaurant manager must have specific leadership skills to effectively carry out responsibilities and succeed in their career.

If you’ve been working in a restaurant as a server or bartender and want to develop your career by becoming a manager, you must acquire certain skills to qualify for the position. Getting into consumer services as a career path requires learning specific soft skills to increase your chances of success. Soft skills are crucial in any customer service job and can come in handy when you want to become a restaurant manager.

Here are some of the most crucial soft skills you need to succeed as a restaurant manager:

1. Excellent Communication Skills

Effective communication plays a huge role in leadership. As a restaurant manager, you need excellent communication skills to become an exceptional leader. That’s because you’ll be dealing with a diverse workforce and being able to effectively communicate with your employees helps create a positive work environment.

Communicating clearly and actively listening to your employees can make them feel heard and able to talk to you comfortably, making them feel a part of the business. As a restaurant manager, communicating clearly with staff can help keep operations running smoothly, especially during peak periods when stress levels tend to skyrocket. Communicating effectively with customers also helps build a good relationship, encouraging them to return to your restaurant .

2. Problem-Solving and Conflict Management Skills

Managing a restaurant means dealing with all kinds of conflicts. Whether it’s between the employees, the customers, or the suppliers and employees, conflicts are bound to happen in a restaurant setting. However, conflicts can cost your restaurant considerably in lower employee productivity and time wastage, reducing your revenue.

Equipped with problem-solving and conflict management skills , you can handle the issue better and reduce the number of conflicts. That means listening to both parties to understand the cause of the issue and develop a fair and mutually agreeable resolution. If it’s a conflict between employees, taking sides can quickly escalate the situation. Validating the involved employees’ feelings while staying neutral can help mitigate the issue and build a cohesive team.

Besides dealing with conflicts, as a restaurant manager, you’re required to deal with issues like emergency medical situations, last-minute employee callouts, and food shortages. Having problem-solving skills can help you think quickly and take the right action or develop the best solution for the problem faster.

3. Positive Attitude

One of the most critical soft skills you should have as a restaurant manager is maintaining a positive attitude towards your job . However, this doesn’t mean being nice to everyone or plastering a cheesy smile on your face while in the restaurant. It means nurturing a workplace culture that promotes success and excellence. Having a positive attitude as a manager can make your employees feel positive about their work. On the other hand, having a negative attitude can dramatically affect the entire restaurant’s mood, including your employees and guests.

While there are times you’ll feel irritable and grouchy, focusing on the positive can help inspire your staff to work harder, minimize turnover, and boost your restaurant’s profits. Reminding yourself of the passion that brought you to the manager position can help fuel your positive attitude, making all aspects of your restaurant business better.

4. Attention to Detail

From identifying the dates of perishable stock to establishing budgets, there are a lot of things you need to keep track of as a restaurant manager. While it’s nearly impossible to stay on top of things accurately, paying attention to details and training yourself to carefully analyze situations can help you stay organized as a manager. This way, you can prevent small yet essential details from slipping through the cracks, ensuring everything is on track. The good thing is that you can leverage budgeting and inventory management apps to help keep your restaurant activities organized.

5. Multitasking Skills

There are a lot of things thrown at you as a restaurant manager. Apart from ordering supplies and foods, scheduling deliveries, and interacting with guests, you also need to help out overwhelmed employees falling behind as a restaurant manager. Having multitasking skills can enable you to handle multiple tasks simultaneously. For example, utilizing resources like ServSafePracticeTest's free guide can help you stay prepared for the various challenges of restaurant management.

Therefore, if there are numerous orders to fill, you can give a hand in the kitchen to reduce customer wait times and ensure everything runs smoothly in the restaurant. Pay attention to the task at hand and always be ready to take on a second task whenever necessary. As a manager, it’s also crucial to stay calm and be more resilient when under pressure or things become chaotic in the restaurant.

From putting together schedules to reconciling finances, multitasking can help keep you from feeling overwhelmed and frustrated even during the busiest days. This way, you can be flexible enough to handle any urgent task. You’ll also stay calm but productive even during the most chaotic times.

6. Team Work

Running a restaurant can be extremely stressful and overwhelming, especially due to the amount of work involved. However, working together with your staff members and creating the ideal environment for collaboration can help you work better and achieve great results. Being part of the team helps build morale in the workplace, making the employees more productive and providing better customer service.

You can promote teamwork among your team members by identifying every person’s strengths, defining objectives, setting goals, and rewarding individual successes. Excellent teamwork makes problem-solving easier since diverse knowledge and skills among team members help produce a creative solution. Ultimately, this leads to a positive work environment and increased profits.

From overseeing day-to-day operations and optimizing expenses to supervising a diverse workforce and dealing with operational hiccups, a lot goes into managing a restaurant successfully. However, learning the above-mentioned soft skills can help you become a professional restaurant manager and an effective leader to the employees, enabling you to smoothly run your restaurant and increase your restaurant profits.

About the Author

Ronica Samuel: I began writing as a professional on my personal blog and then discovered my true calling, which is writing about technology, news and gadgets in general. I have been a technical writer, author, and blogger since 2010. I am an industry watcher who stays on top of the latest features and am extremely passionate about juicy tech news and anything related to gadgets.

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• MoSCoW Method

What is the MoSCoW Method?

The MoSCoW Method is a prioritization tool that helps professionals in managing their time and effort .

To do so, it proposes to classify the importance of the different characteristics of a product (or a Project) according to their importance .

Its name is an acronym of the 4 Prioritization Categories proposed (adding two “o”):

• M ust Have .
• S hould Have .
• C ould Have .
• W on’t Have .

Four Prioritization Categories

Must Have : Essential Requirements that the product or project must have.

• Critical Features without replacement.

Should Have : Important desired Requirements for the product or project.

• They can be substituted if necessary.

Could Have : Improvements to the product or project.

• There are different alternatives.

Won’t have : Characteristics agreed not to be adopted .

• No one will waste time implementing them.

Let’s see the first example:

MoSCoW Method example

Imagine that you have been hired to create a Website for a Law firm.

They want a professional Site where people can Register and, once inside, track their court cases .

Since you want to deliver the best possible Site on time, you decide to follow the MoSCoW method .

How does it look like?

Must Have :

• Solid programming without any bugs.
• A Solid Register System.
• A Safe and Reliable personal directory.

Should Have :

• A Fast Site.
• An outstanding Design.
• Notifications sent by e-mail.

Could Have :

• Custom menus.
• Suggestions.
• A Blog section with latest news.

Won’t Have :

• Paid content.
• A Public Members section.

As we usually say, this Method may seem obvious.

Then… Why is it important?

Why is the MoSCoW Method important?

Many of professionals end up wasting time , effort and resources on useless task s that are ultimately not essential at all.

Surely you have experienced this situation working in a Team:

• Everyone spends hours modifying a minor feature and, ultimately, the important thing is missing .

That is why this Method is so important:

• Because it concentrates your efforts and forces you to think about what is really important .

As you can imagine, this Tool can be employed in practically all kinds of situations.

But when do we especially recommend it?

When should you use the MoSCoW Method?

We highly recommend to use the MoSCoW Method:

• To put order and prioritization.
• To avoid wasting time with non-essential touch-ups.
• In order to meet the Essential Requirements.
• When the product can have very different characteristics.

Now, let’s see more examples:

MoSCoW Method examples

We have chosen different real examples where the MoSCoW Method can be of great help for the development of certain products.

Let’s begin:

A Wallet - MoSCoW Method example

Let’s imagine that you are developing a wallet .

As you know, wallets are very modular products.

They can have:

• Several or few departments for cards.
• Coin purse… or not.
• 1 or 2 bill slots.

There is not a canonical wallet (one that is the benchmark for all the others).

• That is why you decided to use the MoSCoW Method to develop it.

After some thoughts, you decide that your wallet:

• 2 bill slots.
• 8 compartments for credit cards.
• High resistance materials and sewing.
• Leather as its main material.
• A translucid Credit card compartment.
• A transverse horizontal compartment.
• A striking color on the inside of the bill slots.
• Completely black exterior color.
• One translucid compartment for small photos.
• A Coin purse.
• A Passport compartment.

Making a Cake - MoSCoW Method example

In this example, we’ll imagine that you are preparing a wedding Cake .

• You have a very rigid deadline (the wedding day, of course).

In addition, as you also know, Cakes can have lots of variations.

• We could say they are very modular .

That is why you decide to use the MoSCoW Method.

How does it look?

Well, your Cake:

• White coating.
• Two sugar figurines on top.
• 6 layers of sponge cake inside.
• Belgian chocolate between the layers.
• Decorations on the edges
• Sugar flowers.
• Chocolate balls.
• Scattered sugar pearls.
• Multicolor layers.
• An excessive amount of decoration.
• Fruit flavor.

Designing a Poster - MoSCoW Method example

You are now an artist hired to Design a poster for a Rock concert.

Obviously, this is a Design job with infinite variations possible.

• Also, you have a close deadline to finish it.

No need to mention that you will use the MoSCoW Method.

Finally, the Poster:

• The name of the Main rock band, very prominent.
• Images and colors that best suit their style.
• A typeface that best suits the musical style.
• An illustration related to Rock in the middle.
• The name of the rest of the bands that will play.
• Where and when it will take place.
• Where you can buy the tickets.
• Nearby metro and bus stations.
• The name of the city.
• The maximum capacity of the stadium
• At what time each band will play.

Summarizing

The MoSCoW Method is a prioritization tool that helps professionals in managing their time and effort.

It proposes to classify the importance of the different characteristics of a product in 4 Categories :

• M ust Have.
• S hould Have.
• C ould Have.
• W on’t Have.

Although this Method can be used in all kinds of situations, we highly recommend to use it:

• When working in a team .
• In Design tasks .
• When there is a close deadline .
• With modular products or projects .
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Manipulatives in Maths - A Classroom Guide for Teachers

Mathematical manipulatives are touted as essential tools for learning, but let's be honest—we've all experienced that moment of dread when we hand them out. Suddenly, your carefully planned lesson turns into chaos: One pupil starts building a fortress with the base ten blocks while another is hiding all the shiny counters.

Yet, despite these challenges, manipulatives play an important role in maths education. They bridge the gap between abstract concepts and tangible understanding, helping pupils grasp basic number sense. In fact, the National Curriculum emphasises their importance across all key stages, recognising that hands-on learning is vital for developing maths fluency, reasoning, and problem-solving skills.

So, how can we take advantage of these tools without losing control of the classroom? Let's explore the world of maths manipulatives—what they are, why they matter, and how to use them effectively in your primary school lessons.

What are manipulatives?

It can sound complicated, but manipulatives are simply hands-on tools that make abstract mathematical concepts concrete and visual . They're the building blocks, quite literally in some cases, that help pupils wrap their heads around tricky number ideas through good old-fashioned play, exploration, and modelling.

These learning aids come in all shapes and sizes, from the humble counter to the more elaborate Cuisenaire rods . Their key purpose? To give pupils something tangible to manipulate as they grapple with mathematical concepts. Whether it's using multilink cubes to understand place value or fraction circles to visualise parts of a whole, manipulatives help bridge the gap between 'maths on paper' and 'maths in real life'.

Common manipulatives you'll find in primary classrooms include:

Multilink cubes

Cuisenaire rods, base ten blocks, bead strings.

• Balance scales

Clock faces

Digit cards, hundred squares.

These tools align perfectly with the National Curriculum's aims of developing mathematical fluency, reasoning, and problem-solving skills. By allowing pupils to physically interact with mathematical ideas, manipulatives help build a strong foundation for more complex concepts down the line. They're not just toys or distractions—they're powerful learning tools that can transform how your pupils understand and engage with maths.

Why are they important?

Over the past two decades, research has consistently shown the positive impact of using manipulatives in the classroom. A 2013 report published in the Journal of Educational Psychology identified "statistically significant results" when teachers used manipulatives compared with when they only used abstract maths symbols. This highlights the role that manipulatives play in supporting conceptual understanding and facilitating the progression from concrete to abstract thinking.

Alignment with CPA approach

The NCETM agrees that physical manipulatives should play a central role in maths teaching. "Manipulatives are not just for young pupils, and also not just for those who can't understand something. They can always be of help to build or deepen understanding of a mathematical concept."

This approach aligns perfectly with the concrete-pictorial-abstract (CPA) progression. Once children are confident using manipulatives or 'concrete' resources, they can then move onto pictorial representations or the 'seeing' stage. Here, visual representations of concrete objects are used to model problems. This stage encourages children to make a mental connection between the physical object they just handled and the abstract pictures , diagrams or models that represent the objects from the maths problem.

Enhance problem solving

But manipulatives do more than just support understanding—they're powerful tools for enhancing problem-solving skills. By allowing pupils to physically manipulate and visualise mathematical concepts, they can more easily devise strategies to tackle complex problems. This hands-on approach often leads to those 'aha!' moments we all love to see in our classrooms.

Support engagement

Moreover, manipulatives play an important role in fostering engagement and motivation. Let's face it—maths can sometimes seem dry and abstract to young learners. But introduce some colourful counters or interlocking cubes, and suddenly you've got a room full of eager mathematicians. This increased engagement is key to developing a positive attitude towards maths, which in turn supports long-term learning.

This deep understanding allows pupils to move beyond mere memorisation of facts and procedures, towards true mathematical fluency—where they can apply their knowledge flexibly and efficiently across a range of contexts.

In essence, manipulatives are not just helpful additions to our maths teaching toolkit—they're essential components in building a comprehensive, engaging, and effective mathematics education.

Types of manipulatives in primary mathematics

In this section, we'll break it common types of manipulatives into bite-sized pieces, just like we do for our pupils.

Physical manipulatives: the classics

These are the tangible, grab-them-with-your-hands resources that have been the backbone of maths classrooms for years. They're the ones that inevitably end up stuck between classroom seats and occasionally in someone's shoe.

Below is a list of common physical manipulatives in the classroom:

Ideal for teaching place value, addition, and subtraction with regrouping.

Fraction tiles

Excellent for comparing fractions and understanding equivalence.

Great for exploring 2D shapes, symmetry, and area.

Images: Wikipedia.org

Versatile tools for counting, measuring, and understanding volume.

Fantastic for developing number sense and exploring number relationships.

Essential for basic counting, sorting, and introducing simple addition and subtraction.

Useful for teaching multiplication, division, and fractions.

Image: Pinterest

Helpful for developing number sense and practicing skip counting.

Useful for probability exercises and generating random numbers for various activities.

Great for pattern recognition, matching, and basic addition facts.

Essential for teaching time-telling and understanding intervals.

Images: Pinterest & Pinterest

Useful for place value activities and forming large numbers.

Excellent for identifying number patterns and supporting multiplication and division.

Virtual manipulatives: a new kind of tool

Manipulatives have gone digital! These are interactive, online versions of our physical favourites. Think of them as the maths equivalent of e-books.

Some popular virtual manipulatives include:

Online number lines

These number lines are zoomable, clickable, and free of the uneven lines that are often result of our hand-drawn versions.

Digital base ten blocks

All the functionality without the risk of losing pieces under desks.

Interactive fraction tools

Slice and dice up pieces in any way imaginable.

Whether physical or virtual, the best manipulative is the one that helps your pupils understand the concept at hand. Whether that's a handful of multilink cubes or a fancy online simulator, if it's making those mathematical lightbulbs flicker on, you're on the right track!

Implementing manipulatives in the classroom - let them play!

Whether you have a bumper pack of manipulatives, a shared bank of resources or your very own DIY versions, it's important to teach children how to use them independently. Here are some best practices for integrating manipulatives effectively into your lessons:

• Introduce gradually : Bring in manipulatives one at a time. If you don't have enough for each child, set up a 'maths table' where pupils can take turns exploring. This works particularly well with younger years where 'choosing tables' are common.
• Allow for exploration : Give children a chance to play with and explore the manipulatives before using them for instruction. Through this exploration, they can start to imagine how the resource might be useful.
• How could you use this?
• How might this help you when adding or subtracting?
• Why do you think they're different sizes - what could that represent?
• Model usage : Once children are familiar with a resource, introduce a simple maths problem and ask them to use the manipulatives to solve it. Model the problem-solving process step-by-step, then guide children through it.
• Scaffold learning : Start with highly structured activities, then gradually reduce support as pupils gain confidence. For instance, begin with direct instruction on how to use base ten blocks for place value, then move to guided practice, and finally independent problem-solving.
• Year 1: Using counters or number lines to support addition and subtraction within 20.
• Year 2: Use fraction tiles to help pupils recognise, find, name and write fractions of a length, shape, set of objects or quantity.
• Year 3: Utilising place value charts (physical or digital) so pupils can recognise 3-digit numbers (100s, 10s and 1s).
• Integrate into lesson plans : Don't treat manipulatives as an add-on. Instead, weave them into your lessons as essential tools for understanding. Plan specific points in your lessons where manipulatives will be most beneficial.
• Support diverse learners : Manipulatives can be particularly helpful for English Language Learners (ELLs) and pupils with learning disabilities. They provide a universal language of mathematics that transcends verbal communication barriers.

Images: The Average Teacher

Manipulatives across Key Stages 1 and 2

Next, let's breakdown more examples of manipulatives in the classroom by Key Stage.

Key Stage 1 (Years 1-2): Laying the foundations

In these early years, it's all about getting hands-on with numbers and shapes.

• Number and Place Value : Introduce counters, number lines, and base ten blocks. Pupils can observe how 10 ones form a 'ten stick', helping them grasp place value concepts.
• Addition and Subtraction : Utilise multilink cubes for hands-on learning. Pupils can physically join or separate cubes to represent addition and subtraction operations.
• Fractions : Fraction tiles can be effective tools for teaching fractions. They provide a visual and tactile representation of concepts like 'half' and 'quarter'.
• Geometry : Employ geoboards for creating 2-D shapes. Pupils can then be asked to match these shapes on a 3-D surface to enhance spatial understanding.

Key Stage 2 (Years 3-6): Progressing with Purpose

As our mathematicians-in-training grow, so does the sophistication of our manipulatives. We're not ditching the basics, just building on them.

• Multiplication and Division : Array cards and Cuisenaire rods are useful for these operations. For multiplying by 6, pupils can line up 6 rods of 4 to visualise the concept.
• Fractions, Decimals, and Percentages : Fraction circles can be used alongside decimal place value charts. The 100 square is effective for teaching percentages.
• Geometry : The geoboard is a helpful tool for teaching perimeter, area, and symmetry concepts in a hands-on manner.
• Statistics : Data can be represented using multilink cube bar charts or human pictograms, making statistics more engaging for pupils.

CPA Journey: From Concrete to Pictorial to Abstract

Remember, our end goal is for pupils to solve problems without relying on physical props. Here's how we might progress:

• Concrete : Pupils physically manipulate objects to solve a problem. For example, using counters to work out 5 + 3.
• Pictorial : They draw a picture or diagram to represent the problem. Our 5 + 3 might become five circles and three circles.
• Abstract : Finally, they use mathematical symbols and numbers alone. "5 + 3 = 8."

The beauty of this approach? Pupils can always 'go back' a stage if they're struggling with a new concept. Stuck on an abstract problem? Draw a picture! Need more practise? Grab those counters!

Remember, every child's journey through these stages is unique. Some might race through, others might linger longer at certain points. The key is to ensure they have a solid understanding at each stage before moving on.

An example of moving from the concrete, to pictorial, to abstract stages.

Manipulative manners

Once you have introduced your resources, speak as a class and explain that they should come up with a set of rules for how they are treated and used. Giving children ownership over the manipulatives as well as the respect to make their own rules will make them feel accountable and lessen the likelihood of negative behaviours when using manipulatives. Write the rules up as a class and display them so they can be referred to.

Storing manipulatives

NRICH recommends children having access to manipulatives “Give open access to all the resources and allow the children free reign in choosing what to use to model any problem they may be tackling. I would make sure that children of all ages had this access from 3 to 11 years old and beyond.” While this is exactly what teachers would like to replicate in their classrooms, not all classes learn in the same way and this isn’t always achievable due to space, budgets and children’s prior experiences of manipulatives.

Once you have introduced a manipulative, decide as a class where you should store it . You know what works best for your class, so consider different options such as communal drawers, a maths table, individual packs or a collection of manipulatives for each table. Set clear rules around using and treating manipulatives to ensure they are not broken or lost. Additionally, you could create a monitor for each resource so the children can take ownership and make sure they stay tidy and accounted for.

Creating a classroom culture that uses manipulatives will aid children’s fluency and help develop their ability to solve problems, reason mathematically and share! If manipulatives are introduced in a considered and gradual way, with clear boundaries from an early age, children should see them as part of everyday learning and they will not be a novelty. They will be seen as tools instead of toys — and hopefully no more multilink towers!

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MoSCoW Method of Prioritization explained

MoSCoW Method: This article explains MoSCoW Method in a practical way. Next to what it is (meaning, acronym and origin), and which advantages are connected to using this model, this article also highlights the MoSCoW Method requirements, including a practical example. You will also learn how applying this method will enable you and the team to reach deadlines in time. Enjoy reading!

What is the MoSCoW Method of Prioritization?

Prioritising is often challenging. Particularly when it comes the implementation of new ideas and / or technologies. Everyone in an organisation always wants everything to be done right away and that is practically impossible. There are several tools available to make prioritisation easier. The MoSCoW Method of Prioritization is one them.

The MoSCoW Method is a prioritization technique, which can be used in a variety of situations.

Origin and advantages of the MoSCoW Method

The method was developed by  Dai Clegg, a developer working for the software company Oracle .

Originally, it was used to categorize product features, derived from user stories. It was later used in the Dynamic System Development Method (DSDM) . The method contains multiple prioritization categories, with labels for each requirement, making it easier to prioritise.

Even though the origin of this prioritize method is in software development, it is also highly applicable for agile project management, market launches, product releases, starting a new business or change processes.

With the MoSCoW Method, requirements are determined for the result of the project or product. It is about setting requirements by order of priority. The most important requirements need to be met first for a greater chance of success.

Meaning and acronym of the MoSCoW Method

Moscow is an acronym made up of the first letters. The two Os have been added to make the word ‘moscow’ readable, they don’t have any meaning themselves. The M stands for ‘Must haves’ , S for ‘Should haves’ , C for ‘Could haves’ and W for ‘Won’t haves’ or ‘Would haves’ .

Figure 1 – the MoSCoW Method acronym

The requirements when you start with the MoSCoW Method

It’s a good idea to first specify the requirements together with all team members before starting the MoSCoW Method. When determining the requirements, you should take into account what is important to all the stakeholders. Brainstorming with everyone involved will lead to good, qualitative requirements.

The requirements are prioritised to prevent them from becoming to expensive or unrealistic. The main goal is to come up with requirements that add the most value for the company. The project requirements are divided into one of the following categories:

M – Must haves

These are about the minimal requirements that are determined in advance that the end-result has to meet.

Without meeting these requirements, the project fails and the product won’t be use-able. They are a necessity for a workable product and there is no alternative. The ‘Must haves’ are essential. MUST is also explained as an acronym that stands for Minimum Use-able SubseTs.

As an extra exam assignment, University of Applied Sciences Automotive students have been asked to design a car that can at least drive (minimal requirements).

It’s okay if the car only has a chassis, without any bodywork. It’s about the construction of the individual parts and drive train to the combustion engine. In this case, the Must have is that they have a drivable car by the end of the academic year.

S – Should haves

These are additional and much desired requirements that have a high priority, but are not essential for a usable end product. The product will be usable even if these requirements aren’t met. When they are met, they will only add to the value of the product. Depending on the available time, you can always return to these requirements at a later time.

The University of Applied Sciences Automotive student might like to add a tow bar to the car (should have), but as long as the car can drive without the tow bar, their project will be successful. They can always add the tow bar at a later stage.

C – Could haves

These requirements can be considered if there’s time left. If not, it’s no problem and will not have a negative effect on the final result. The ‘Could haves’ have a lower priority than the ‘Should haves’ .

This option will only be included if there really is more than enough time to make it work. This category is also referred to as ‘nice to have’; they’re more a wish than an absolute requirement.

The University of Applied Sciences Automotive students would perhaps like to install a tachometer in the car. It’s not an important (exam) requirement, but it’d be great if they manage to do it.

W – Won’t haves (and would haves)

These are about wishes for the future that are often impossible to realise or cost a lot of time. If it’s simply not possible, it’s best not to waste any energy on it.

If it is achievable, then a lot of time (and money) will have to be invested and it’s labelled a ‘Would have’. ‘Would haves’ are often followed upon at a later stage after the initial project is finished.

The University of Applied Sciences Automotive students don’t have to make a car that will actually drive on public roads.

It’s meant for study. If they do want to take it on public roads, it will need bodywork and comply with safety standards. It also involves getting approval from the Vehicle Standards Agency in elaborate process.

How to reach deadlines using the MoSCoW Method of Prioritization?

Correctly applying and sticking to the MoSCoW Method will lead to a clear way to lead a project. Everyone involved with the project will know what needs to be done first, when it has to be finished and why it’s important. By assigning priorities to requirements, a project becomes more manageable and it’ll be easier to meet the deadline.

It’s Your Turn

What do you think? How do you apply the MoSCoW analysis in your project or organisation? Do you recognize the practical explanation or do you have more additions? What are your success factors for applying the MoSCoW Method?

Share your experience and knowledge in the comments box below.

More information

• Baxter, R. (2004). Software engineering is software engineering . In 26th International Conference on Software Engineering, W36 Workshop Software Engineering for High Performance System (HPCS) Applications (pp. 4-18).
• Stephens, R. (2015). Beginning Software Engineering . Wrox Publishing .
• Hatton, S. (2008). Choosing the right prioritisation method. In Software Engineering, 2008. ASWEC 2008 . 19th Australian Conference on (pp. 517-526). IEEE.
• Robson, W.A., Simon, Shena. (2014). Moscow in the making . Taylor & Francis Ltd.

How to cite this article: Mulder, P. (2017). MoSCoW Method of Prioritization . Retrieved [insert date] from Toolshero: https://www.toolshero.com/project-management/moscow-method/

Original publication date: 05/12/2017 | Last update: 05/27/2024

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Patty Mulder

Patty Mulder is an Dutch expert on Management Skills, Personal Effectiveness and Business Communication. She is also a Content writer, Business Coach and Company Trainer and lives in the Netherlands (Europe). Note: all her articles are written in Dutch and we translated her articles to English!

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One response to “moscow method of prioritization explained”.

Thanks for providing a concise and easily understandable explanation. The one thing that stood out to me however, is the example for the Should Have section. Tow bars are clearly “Could have” at best and in this situation would probably end up in the “Won’t have” bucket simply because there’s no justification for them at all on an experimental vehicle that will not be driven on a public road. To make this more believable I’d recommend changing the example for “Should Haves” to either: Seats – the vehicle should have a seat for the driver but as long as someone can drive it somehow it’s not critical. Or Steering Wheel – ideally the vehicle should have a steering wheel, but as long as it CAN be steered (perhaps by levers) then the project will pass. Otherwise, this is a really useful article. Thanks again.

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