Importance of Planning and evaluating the work of hospitality teams.

Planning and evaluating team activities with targets requires a structured approach to ensure
that goals are clear, progress is monitored, and outcomes are achieved. Here’s a step-by-step
process you can follow:

Skill Audit: A skills audit in the restaurant business evaluates the abilities and expertise of staff
members, helping to identify potential skill gaps or areas for personal growth. On an
organizational level, it assesses the skills of the entire team to create a "heat map" that
highlights strengths and weaknesses within the workforce. This process is especially beneficial
for restaurants, as it uncovers skills that may not be immediately apparent, allowing
management to better leverage existing talents. For restaurants undergoing changes, such as a
menu renovation, expansion, or a shift in customer base, a skills audit can pinpoint which skills
are already present and whether they can be applied to new business areas. It also helps
determine any new skills needed, whether for kitchen staff, service teams, or management, to
ensure the restaurant is ready to meet evolving customer demands and business growth. A
skills audit ultimately helps a restaurant improve efficiency, customer experience, and
employee satisfaction by making the most of the talents already available while identifying
areas for further development. (Nemcova, 2022)

Plan and evaluate the roles and responsivities of our staff

General Manager: The general manager oversees daily restaurant operations, ensuring
efficiency and profitability. They may also handle payroll, approve overtime, and manage high-
level business responsibilities.
Food and Beverage Manager: This role involves overseeing food and drink preparation,
ensuring quality and consistency. They also manage kitchen and dining operations, including
menu development and pricing.
Executive Chef: The executive chef develops menus, supervises kitchen staff, and maintains
food quality. They also ensure compliance with health and safety regulations.
Pastry Chef: The pastry chef creates and prepares desserts while maintaining consistency in
quality and taste. They may also manage a team of assistants in larger establishments.
Dishwasher: Dishwashers clean and sanitize dishes, utensils, and kitchen equipment. They also
help with stocking and maintaining cleanliness in the kitchen.
Stocker: Stockers receive and organize food, beverage, and supply inventory. They ensure items
are stored properly and available when needed.
Server: Servers take orders, deliver food and drinks, and assist customers with their dining
experience. They also handle payments and ensure tables are clean and ready for new guests.
Barista: Baristas prepare and serve coffee, tea, and specialty beverages. They ensure customer
satisfaction by maintaining quality and efficiency.
Cashier: Cashiers process payments, provide change, and issue receipts. They also assist with
customer inquiries and maintain a clean payment area.

Know and understand our staff needs and aspirations: As a leader, helping your team grow and
achieve their goals requires understanding where they need support. Define roles,
responsibilities, and performance expectations to establish a shared understanding of success.
Using SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound) helps in
setting clear objectives and milestones. Regularly track team members' progress using
dashboards, reports, surveys, or observations. Frequent check-ins allow you to identify
challenges, gaps, and areas for improvement while offering timely support. Invite team members
to reflect on their strengths, weaknesses, and areas for development. Self-assessment tools and
open discussions help align support with their needs and aspirations. Performance reviews,
whether formal or informal, help evaluate strengths and areas for growth. These sessions also
provide opportunities to discuss career aspirations, learning needs, and development plans.
(Marr, 2020)

Job allocation: To effectively assign duties and responsibilities in your restaurant, begin by
creating detailed job descriptions and setting clear expectations for each role. This ensures
smooth communication with potential hires during the recruitment process. For existing staff,
several strategies can help them understand and appreciate their role within the restaurant. One
of the most effective approaches is offering regular training and development opportunities.
Providing a clear career growth path and insight into how different restaurant functions operate
can boost employee engagement and serve as a well-deserved reward for their efforts. Pairing
this with a competitive salary and benefits package fosters a positive work environment where
employees feel valued and secure. To enhance operational efficiency, consider simplifying
processes and reducing errors through technology.

Setting SMART objectives: Setting SMART goals is a widely used method for creating clear,
achievable objectives. The acronym SMART stands for Specific, Measurable, Achievable,
Relevant, and Time-bound, ensuring that goals are well-structured and attainable.

Specific: A plan should be clearly defined and leave no room for ambiguity. It must outline what
needs to be achieved, why it is important, and who is responsible. By specifying the location,
timeline, and necessary actions, individuals can stay focused and work efficiently.

Measurable: Progress should be tracked using quantifiable criteria to determine success.

Achievable: Goals should be realistic and attainable within the available resources, skills, and
time. Setting overly ambitious goals can lead to frustration, while achievable goals boost
motivation and confidence. Striking a balance between challenge and feasibility encourages
consistent progress.

Relevant: A plan should align with broader objectives and contribute meaningfully to personal
or organizational growth. It should be worth pursuing and appropriate for the current situation.
By ensuring relevance, individuals can focus on tasks that bring value and drive success.

Time-bound: Each plan should have a clear deadline to create a sense of urgency and prevent
procrastination. A defined timeline helps maintain accountability and prioritization of tasks.
With a start and end date, individuals can effectively plan and track their progress toward
completion. (Gawkowski, 2024)
Create work rota: Create a rota template without assigning staff to help plan ahead and
determine the number of shifts needed each day and week. This improves visibility for both you
and your team, making it clear who is responsible for what at any given time. Use historical
data or forecasts to adjust shifts based on expected demand, and consider split shifts to cover
peak hours while managing overtime costs, keeping in mind their impact on staff morale. Aim
to publish the rota at least two weeks in advance to give staff enough time to plan and request
changes, and involve them in scheduling by allowing swaps, bidding for open shifts, or
requesting time off online. Always have a backup plan for emergencies by keeping extra staff on
call, cross-training employees, or collaborating with other restaurants. (Hanazono, 2021)

Setting objectives: Setting objectives in hospitality involves aligning goals across different levels,
from organizational (long-term business vision) to departmental (specific team targets) and
sectional (day-to-day tasks). Objectives can be short- or medium-term, ensuring steady
progress, while financial goals focus on revenue and cost control. Social objectives promote
sustainability and community engagement, whereas performance objectives measure efficiency
and service quality. Personal objectives support employee growth and development. Clearly
articulating performance expectations ensures alignment, accountability, and motivation,
helping teams work effectively toward shared success.

Threats of restaurants: These are the external factors that could negatively impact a
restaurant, such as intense competition, changing consumer preferences, economic challenges,
regulatory changes, and negative online reviews. Workplace harassment remains a serious
issue, affecting employees across various dimensions such as race, gender, and disability. With
technological advancements, cyberbullying and online harassment have blurred the lines
between personal and professional spaces, making social media and virtual platforms new
arenas for misconduct. The rise of remote and hybrid work models further complicates matters,
requiring HR professionals to proactively address digital harassment. To create a safe and
inclusive work environment, organizations must adopt a holistic approach that recognizes the
evolving nature of harassment and implements effective strategies to prevent and address it.
(Mullar, 2025)

Evaluate the team performance: Performance assessments are usually conducted quarterly,
semi-annually, or annually, but regular meetings are more effective than yearly reviews for
both employees and managers. Employees are 2.8 times more likely to be engaged at work
when they have frequent conversations with their managers about their goals. Therefore, it’s
recommended to have weekly or monthly coaching sessions to provide consistent feedback,
which helps in employee growth and gives a clear understanding of their performance and
areas for improvement. Both managers and employees should have a clear understanding of
expectations, and setting SMART, strength-based goals with an accountability plan can improve
participation. Feedback, such as the 360-degree method, offers valuable insights from peers
and helps employees see opportunities for growth. Performance discussions should not only
reflect past achievements but also focus on future goals, fostering a motivated, productive
team that supports both personal and business success. (M.J., 2022)