This video is for all of you restaurant managers out
there, but owners, I want you to watch this video too.
Hey everybody, Ryan Gromfin here – author, speaker, chef, restaurateur,
and founder of TheRestaurantBoss.com, as well as ClickBacon.com,
and ScaleMyRestaurant.com.
You might have heard that ding in the background, we're here
in my kitchen and that's my lunch that's almost ready.
I had a crazy morning.
I went live to 24 news channels across the country back to back to
back sharing tips and strategies about reopening after COVID.
So, it's been kind of a crazy morning.
I've got a little bit of a cold.
We're in my kitchen rather than my office, but hey, restaurant
managers, this one is for you.
I got a comment a couple of weeks ago from a manager who said, what do I
do when my owner doesn't support me?
When my owner doesn't support the decisions I make?
This is really a double-edged sword.
This can go in a couple of directions.
So, if you're a manager, this is for you, if you're an owner, this
is also for you because I think there's a lot that we can learn here.
First of all, one of the first things I want to say and this
might sound a little flippant, but I don't really care, it's the
truth and I'm just here to deliver proven factual strategies, not to
make people feel good and fluffy.
If you don't like what your manager's doing or if you don't
like what your owner's doing, the chances of you influencing your
owner's behavior and getting them to change are very, very, very small.
Now, do I think you should fight for what you believe in?
Yes, but I also want you to know that there are great restaurant
owners out there and if you're working for a not-so-great restaurant
owner, go get a better job.
Go leave if you're a good person and they're not, if you're doing really
good work and they're not supporting you; the chances of you getting
them to change are very, very small.
Now with that said, we have a lot of managers who also believe that
they are substantially better than they actually are, so you got to be
humble, you got to be honest with yourself, but the point here is this.
We've been in partnership with Raydiant Digital Signage for over
a year now and in my opinion, they are the absolute best in the
business if you're looking for a simple do-it-yourself solution.
There are other options out there that are very expensive and very
complicated and you need a designer to set up your menu and your signage,
but with Raydiant, you can set up your menu, your signage, your advertising.
You could put YouTube videos, social media, weather, any
promotions you want on any television in your restaurant.
Super simple, super effectively, and it's super easy.
All you need is this little guy right here which plugs into the back of
any TV and a subscription through Raydiant, which includes access to
a massive library of templates, so you can create a menu or whatever
you want in just a few minutes.
In fact, if you visit our website using the link in the card right up
there, you can watch a video of us setting up a digital menu in about
10 minutes from opening the box to pushing the menu live to a TV.
And now, Raydiant has an integration with Toast.
So for all of you Toast POS users out there, you can automatically import
your menu into Raydiant and then style it any way you want, plus if you run
out of an item, it gets taken off of your digital menus automatically.
For more information or to set up a demo with a product specialist
at Raydiant or to receive the special Restaurant Boss pricing
with Raydiant, please click on the link below this video.
We need to back each other up.
Managers need to back up owners and owners into backup managers.
When you're in an office together in private, you can argue, you can
disagree, you can strategize, you can share ideas, but when you're
in the public, when you're in front of your staff, when you're
in front of your other employees, your managers, and your guests;
you have to be a unit as one.
Even if you don't necessarily agree, you have to act as
one and then fix that later.
In this particular example, this manager said that he works very hard
to close out the restaurant and make sure that the staff does all the
things on the cleaning checklist that the restaurant is set up and ready
to go for the morning, but a couple of days a week when he's off and the
owner closes, the owner just sort of lets them do whatever they want and
it's getting really hard on him as you can imagine because if you're a
manager, you're trying to get your staff to hurry up and clean and scrub
and do the things they need to do on the days that you're working with
them, but on the days that you're not, the owner is just letting them leave
early and not worry about cleaning.
Well, that's going to make it very, very hard for you to manage.
So again, in this particular case, my suggestion as the managers, go
have a conversation with the owner.
Don't be accusatory, don't say when you do this or I've noticed you doing
this or how come you don't make the staff clean, just ask the question.
Just say, hey, I've noticed that over the last couple of weeks, I'm
working really hard to get the staff to do some cleaning, but they're
really giving me a lot of resistance.
They're noticing that maybe on days that I’m not here, they're not
expected to do as much cleaning.
Is there something that I should be doing differently?
Am I following an old checklist?
Do you see what just happened there?
As the manager, is there something I should be doing different?
Am I following an old checklist?
Now the owner is left with really a couple of options.
One is no, no, no, you're not following an old checklist, I haven't
been doing a very good job of this.
Great, now you can have the conversation, or the owner might
say, yes, you are following an old checklist, I don't expect
you to do all this stuff.
Those are the only two ways that conversation is going to go.
I don't see a third scenario for that conversation.
If you do, leave a comment below, let me know.
I'd love to hear it.
Just please keep comments professional, you may not
agree with everything I say but there's no need to call names
to me or other people out there.
Let's have a conversation, let's keep the comments going, but
let's keep them professional.
So really at the end of the day here, what this video is
about is supporting each other.
It's about a better form of communication,
always make it about you.
What am I doing wrong?
What can I do different?
That's going to serve you in any communications that you have whether
it's up, down, left, or right.
I have a process for this, it's called the five-step feedback formula.
Just leave a comment below if you want.
I don't know exactly where we're redoing our website, but we'll
get that to you if you want it.
It's also taught in all of our training programs in Scale,
especially we teach the five-step feedback formula, but really the
most important thing for you right now is don't blame others, just ask
what you can do different and more than anything support each other.
If you have a manager that does something different than you, have
a meeting and get on the same page.
Once you're on the same page, then have the conversations of could we do
it different, is there a better way?
But we cannot have situations where one manager does things
one way, one does another, right?
It's going to be the mommy, the daddy, that he said, she said.
We know how that works, nothing gets done, it makes it very difficult.
So, I don't need to keep rambling here, I've done enough of that.
Remember systems create freedom, freedom creates
value, and value creates scale.
I hope every single one of you crazy restaurant
people, have an amazing day.
I'll see you in the next video, bye-bye.
Wants to improve your skills as a manager and make more money.
Did you get handed the manager job and weren't given the support you need?
Are you nervous about applying for a restaurant manager position?
Managing restaurants, bars, and kitchens is not easy.
I know, I have been there.
I want to help.
The difference between where you are now and where you want to be,
there's a plan and some new tools.
That is why I created the restaurant manager certification.
It's a boot camp for aspiring restaurant leaders designed to
simplify your path to the top.
Learn more at therestaurantboss.com/manager.
I hope you enjoyed this week's training video.
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I've also gone ahead and put a couple of videos for you here and here
that I think you're going to enjoy.
Remember, systems create freedom, freedom creates
value, and value creates scale.
Manage systems, develop people, and be awesome.