How to Use the Bartender Performance Review Template
Recording your performance reviews in Pilla means every assessment, objective, and development conversation is captured in one place. Instead of paper forms that get filed and forgotten, you build a continuous record that connects to one-to-one notes, tracks progress against objectives, and gives both you and your bartender a clear reference point. When pay or progression decisions come up, the evidence is already documented.
Key Takeaways
- Metrics to Review checklist ensures you gather pour cost, drinks per hour, till accuracy, and upsell data before writing anything
- Previous Objectives Review documents what was achieved, partially achieved, not achieved, or blocked since the last review
- Technical Competencies assessment covers cocktail execution, speed and efficiency, guest engagement, till accuracy, and bar presentation with Exceeds/Meets/Below descriptors
- Behavioural Competencies assessment covers teamwork, reliability, initiative, and communication
- Compliance and Standards confirms licensing laws, allergen awareness, cash handling, and hygiene
- Key Achievements and Development Areas use specific evidence, dates, and measurable outcomes
- Objectives for Next Period sets SMART targets covering operational performance and career development
- Overall Assessment selects Exceeds, Meets, or Below expectations as a holistic rating
- Meeting Notes and Review Summary capture the review conversation and agreed next steps
Article Content
Why structured bartender performance reviews matter
Your bartenders drive atmosphere, revenue, and guest loyalty from behind the bar. A well-written performance review helps them understand exactly where they stand, what they're doing well, and what they need to work on. Unlike casual feedback during a quiet moment between orders, a formal review creates a record, sets clear expectations, and connects their performance to career progression.
This template walks you through a complete performance review: gathering evidence, assessing competencies, documenting achievements and development areas, setting objectives, and recording the review meeting. Each section is designed to produce a fair, evidence-based assessment that both you and your bartender can reference throughout the next review period.
Metrics to Review
Metrics to Review
Review objectives set at the last performance review. Note which were achieved, partially achieved, not achieved, or blocked.
Before writing any assessment, gather data on each of these metrics. Tick each one as you collect the information. Having the numbers in front of you prevents vague feedback and ensures your assessment is grounded in evidence.
Pour cost percentage — Pull this from your stock management system or manual counts. Compare their pour cost to the target and to other bartenders working the same shifts. A bartender consistently hitting 18% when the target is 22% is saving real money through disciplined pouring. A bartender at 28% needs investigation — is it over-pouring, giveaways, waste, or theft? Context matters: a busy Friday bartender may have higher waste than a quiet Tuesday shift.
Drinks per hour — Find this in your POS system by dividing total drinks by hours worked across the review period. Compare against team averages on equivalent shifts. A bartender consistently producing 25 drinks per hour while the team average is 18 is managing their station exceptionally well. If they're below average, you need to understand whether it's speed, section setup, or guest interaction time — slower isn't always worse if their average spend is higher.
Till accuracy — Check till reconciliation reports across the full review period. Zero discrepancies across dozens of shifts is exceptional and worth recognising. Recurring shortages — even small ones — need investigation and a clear conversation. Distinguish between genuine errors and systemic issues like incorrect pricing on the till.
Upsell rate — Review average transaction value and compare to peers on the same shifts. A bartender who consistently moves guests from well spirits to premium, or adds a side of olives and nuts to a drinks order, is driving revenue through natural engagement. If upsell rate is low, it might be confidence, product knowledge, or disengagement — each requires a different response.
Customisation tips:
- For cocktail bars, add cocktail-to-beer ratio and signature cocktail sell-through rate
- For high-volume venues, add speed metrics like average serve time during peak hours
- For hotel bars, add room charge accuracy and minibar restock efficiency
- Don't rely on a single metric — a bartender with high pour cost but exceptional guest feedback and tip position might be over-pouring slightly but creating genuine loyalty
Previous Objectives Review
Review objectives set at the last performance review. Note which were achieved, partially achieved, not achieved, or blocked.
Pull up the objectives from the last performance review. For each one, document whether it was:
- Achieved: They met or exceeded the target — note the evidence
- Partially achieved: Progress made but not complete — note what was done and what remains
- Not achieved: No meaningful progress — understand why before judging
- Blocked: External factors prevented progress — training not provided, equipment not fixed, staffing changes
Be honest about blocked objectives. If you promised a spirits tasting session that never happened, or said you'd review the cocktail menu and didn't, that's not their failure. Acknowledging your own gaps builds trust and makes the review feel fair.
If this is their first review and no previous objectives exist, note that and use this section to document the baseline you're measuring from going forward.
Technical Competencies
Technical Competencies
Record your rating and evidence for each technical competency. Use specific examples and data.
Assess each competency based on observed behaviour over the full review period — not just the last two weeks. Tick each competency as you assess it.
| Competency | Exceeds expectations | Meets expectations | Below expectations |
|---|---|---|---|
| Cocktail execution | Produces consistently perfect drinks at speed, knows specs from memory, adapts recipes confidently for guest preferences, trains others on technique | Makes cocktails accurately following specs, reasonable speed, occasional minor inconsistencies during peak | Inconsistent builds, slow execution, frequently checks recipes, drinks returned or remade regularly |
| Speed and efficiency | Manages high volume seamlessly, never bottlenecks the bar, maintains quality under pressure, anticipates demand | Keeps up with service during normal volume, occasional delays during peak, asks for help when needed | Frequently falls behind, creates bottlenecks, quality drops significantly under pressure |
| Guest engagement | Creates genuine connections, remembers regulars' preferences, drives atmosphere, guests specifically request them | Polite and professional, engages when appropriate, handles requests well | Transactional service, minimal engagement, doesn't read guest needs or create atmosphere |
| Till accuracy | Zero discrepancies across review period, handles cash and card efficiently, spots pricing errors proactively | Occasional minor discrepancies with good explanation, generally accurate, processes transactions correctly | Recurring discrepancies, slow at the till, frequent errors requiring correction |
| Bar presentation | Bar is immaculate throughout service, takes ownership of cleanliness, garnish prep is always ahead, back bar is organised and attractive | Maintains acceptable standards, keeps station clean during service, occasional lapses during rush | Bar becomes messy during service, garnishes run out, bottles disorganised, cleaning left for others |
Avoiding common rating errors:
- Recency bias: Check your notes from three months ago. Did they have a strong start that's now forgotten?
- Halo effect: Brilliant guest rapport doesn't mean excellent till accuracy. Rate each competency separately.
- Central tendency: Not everyone "meets expectations." If they're exceptional at cocktail execution, say so. If they're struggling with speed, say that too.
Customisation tips:
- For cocktail-focused bars, add menu development contribution and spirits knowledge as separate competencies
- For high-volume venues, weight speed and efficiency more heavily
- For hotel bars, add discretion and VIP guest handling as a competency
Record your rating and evidence for each technical competency. Use specific examples and data.
For each competency, record your rating (Exceeds, Meets, or Below) with specific evidence. Use dates, numbers, and examples rather than general impressions.
Example phrases:
"[Name] reduced pour cost from 24% to 19% over the review period through consistent free-pouring accuracy and reduced waste during cocktail preparation."
"[Name]'s cocktail execution needs improvement — observed three occasions where espresso martinis were inconsistently layered and two drinks were returned during a Friday service."
"[Name] handled the corporate event on 22nd March seamlessly, serving 180 cocktails in three hours with zero complaints and positive client feedback."
"[Name] struggled with till accuracy, with four discrepancies totalling £45 over the review period, primarily during busy Saturday shifts."
Behavioural Competencies
Behavioural Competencies
Record your rating and evidence for each behavioural competency. Use specific examples.
Assess each behavioural competency across the full review period.
| Competency | Exceeds expectations | Meets expectations | Below expectations |
|---|---|---|---|
| Teamwork | First to help colleagues, shares the well naturally, trains new starters, covers breaks without complaint, positive energy on every shift | Helps when asked, works alongside colleagues smoothly, participates in team activities | Reluctant to share the bar, creates tension, works in isolation during quiet periods |
| Reliability | Never late, always ready before service, stays when needed, covers shifts at short notice, consistent across every shift | Punctual and prepared, occasional lateness with good reason, reasonable flexibility | Frequent lateness, calls in sick regularly, inconsistent effort across shifts |
| Initiative | Spots problems before they happen, suggests menu improvements, takes on tasks without being asked, drives standards upward | Completes assigned tasks well, follows up on requests, asks good questions | Waits to be told, misses obvious tasks (restocking, cleaning), needs constant direction |
| Communication | Clear handovers between shifts, communicates stock issues proactively, handles difficult guest conversations skilfully, gives useful feedback to management | Communicates adequately, passes on information, professional with guests | Poor handovers, doesn't flag stock issues, avoids difficult conversations |
Record your rating and evidence for each behavioural competency. Use specific examples.
Record your rating and evidence for each behavioural competency using specific examples.
Example phrases:
"[Name] achieved 100% attendance during the review period, covering four additional shifts at short notice including New Year's Eve."
"[Name] tends to focus only on their section of the bar during quieter periods rather than supporting colleagues — observed twice leaving the service bar unattended while the other bartender was serving."
"[Name] proactively identified a stock discrepancy in the gin order and resolved it directly with the supplier, saving the venue approximately £200."
Compliance and Standards
Compliance and Standards
Record any compliance concerns, training needs, or positive observations.
Confirm each compliance area has been assessed. Any gaps must be addressed immediately — compliance is pass/fail, not a development area to work on gradually.
Licensing laws — Do they understand and follow the Licensing Act requirements? Can they recognise signs of intoxication and refuse service when needed? Do they check IDs consistently and appropriately? Do they know the conditions of your premises licence relevant to the bar? Licensing breaches carry serious legal and financial consequences.
Allergen awareness — Can they handle allergen queries about cocktail ingredients confidently? Do they know which syrups, mixers, and garnishes contain common allergens? Do they check with you when unsure rather than guessing? Allergen mismanagement in drinks is a growing area of concern, particularly with nut-based spirits and dairy in cocktails.
Cash handling — Do they follow cash handling procedures correctly? Is the float counted accurately at handover? Do they process card payments efficiently? Are tabs managed properly and closed out correctly? Cash handling errors, even innocent ones, create trust issues.
Hygiene — Do they maintain personal hygiene standards appropriate for food and drink preparation? Is glassware cleaned properly? Are chopping boards and prep surfaces sanitised? Do they follow ice handling procedures? Bar hygiene is a food safety matter with potential EHO implications.
Record any compliance concerns, training needs, or positive observations.
Record any compliance concerns, training gaps, or positive observations. If any area is below standard, document the required action and timeline for resolution. Note any compliance training completed during the review period.
Key Achievements
Document 3-5 specific achievements with evidence, dates, and measurable outcomes.
Document 3-5 specific achievements with evidence, dates, and measurable outcomes. Achievements should be things that went beyond basic job requirements — moments where this bartender created particular value.
How to write strong achievement statements:
- Be specific: dates, numbers, names, outcomes
- Show impact: revenue generated, problems solved, guest loyalty created
- Use their contribution, not the team's: what did they do?
Example phrases:
"[Name] reduced average pour cost from 24% to 19% over the review period through disciplined free-pouring and reduced waste, saving an estimated £1,200 in spirit costs."
"[Name] developed three new cocktails for the autumn menu, two of which became top-five sellers and contributed to a 12% increase in cocktail revenue."
"[Name] handled a serious allergen incident on 8th February — identified the risk before serving, alerted the guest, and prevented a potentially dangerous situation."
"[Name] trained two new bartenders during their first month, both of whom passed probation and are now working independently on busy shifts."
"[Name] received the most positive guest feedback of any team member, with eight specific mentions in online reviews during the period."
Customisation tips:
- For cocktail bars, achievements might include competition entries, menu development, or spirits education
- For high-volume venues, focus on speed records, efficiency improvements, and event delivery
- For new team members in their first review, acknowledge the learning curve and highlight improvement trajectory
Development Areas
Document 2-3 development areas with specific evidence and improvement actions.
Document 2-3 development areas with specific evidence. Each development area should link to a concrete improvement action — not just a label.
How to write constructive development feedback:
- Focus on behaviour and outcomes, not personality
- Use specific evidence: dates, observations, data
- Connect each area to an action or opportunity
- Be direct but fair — vague feedback helps nobody
Example phrases:
"[Name]'s speed during peak service needs improvement — observed average serve time of 3.5 minutes per drink during Saturday rushes, compared to team average of 2.2 minutes."
"[Name] struggles with spirits knowledge beyond the core range — unable to recommend alternatives when guests asked about mezcal and Japanese whisky on two observed occasions."
"[Name] tends to disengage during quiet periods, standing at the back bar rather than maintaining the station or engaging with guests."
"[Name]'s pour cost remains 5% above target despite coaching, suggesting a need for structured free-pour training."
"[Name] received two guest complaints during the period regarding perceived rushing — drinks were accurate but guests felt hurried."
Objectives for Next Period
Write SMART objectives for the next review period. Include both operational targets and development goals.
Set 3-5 SMART objectives (Specific, Measurable, Achievable, Relevant, Time-bound) that connect to both the development areas above and their career interests.
Operational target examples:
"Reduce pour cost from 24% to 20% by end of Q2 through daily free-pour practice and weekly stock checks."
"Increase average upsell rate by 15% over the next review period by recommending premium spirits and cocktail upgrades to every table order."
"Achieve zero till discrepancies for three consecutive months."
Development goal examples:
"Complete WSET Level 2 spirits qualification by end of June to improve recommendation confidence and product knowledge."
"Develop and submit two new cocktail recipes for the summer menu by end of April, including costing and garnish specification."
"Train at least one new bartender during their first two weeks, with the trainee rating the experience as helpful in their probation review."
Connecting objectives to career progression:
| Current role | Typical next step | What to assess |
|---|---|---|
| Bartender | Bar Supervisor | Leadership potential, stock management ability, shift organisation, ability to train others, problem-solving under pressure |
If they want to become a bar supervisor, include leadership-building objectives. If they want to stay as a skilled bartender, focus on mastery goals — cocktail development, spirits expertise, competition experience. Set targets that stretch but don't break — if current pour cost is 24%, aiming for 15% in three months is unrealistic; 20% is challenging but achievable.
Overall Assessment
Select the overall performance rating based on the full assessment.
Record the discussion from the review meeting, including their response and any context they provide.
Select the overall performance rating based on the full assessment. This is a holistic judgement, not a simple average of individual competency ratings.
Exceeds expectations — Consistently performs above the standard required. Demonstrates excellence across most competencies, makes a measurable positive impact on bar revenue and guest experience, and is developing skills beyond their current role. This bartender is a genuine asset who raises the standard for the team.
Meets expectations — Reliably performs the role to the required standard. Handles the bar competently, maintains drink quality and guest satisfaction, and contributes positively to the team. Development areas exist but don't undermine overall effectiveness. This is solid, dependable performance.
Below expectations — Performance falls short of the required standard in one or more significant areas. Development areas are affecting drink quality, guest experience, or bar operations. Improvement is needed with clear support and timelines.
Be honest. Rating everyone as "Meets expectations" helps nobody. If they're exceptional, recognise it. If they're struggling, name it — with the support plan to address it.
Meeting Notes
Record the discussion from the review meeting, including their response and any context they provide.
Schedule at least 45 minutes for the review conversation — 30 for discussion, 15 for buffer. Meet outside service hours in a private space.
How to conduct the meeting:
Give them the written review to read for 5-10 minutes. Don't hover — get them a drink and let them absorb it privately. When they've read it, ask: "What are your thoughts? Does this feel fair?" Then listen. Don't defend immediately — understand their perspective first.
If they raise valid points, amend the document. If you noted "struggles with speed" but they explain they were covering both sides of the bar during those shifts because of staffing gaps, that context matters — add it. If you disagree, explain your reasoning calmly with data.
The goal is a document both parties consider fair and accurate — not necessarily one they're delighted about.
What to record: Their response to each section, any context they provided that changes your assessment, points of agreement and disagreement, and their reaction to the objectives set.
Review Summary
Summarise agreed actions, amendments made during the meeting, and next steps.
Summarise the agreed outcome: amendments made during the meeting, final objectives confirmed, next steps, and when objective check-ins will happen.
Both parties should sign and date the final document. Give them a copy. The signature means "I have read and understood this review" — not necessarily "I agree with everything."
Follow-through matters: Schedule brief objective check-ins in your regular one-to-ones. "How's the WSET study going?" and "I noticed your pour cost is down — what's changed?" keep objectives alive rather than letting them gather dust until the next formal review.
Be transparent about how this review connects to pay and progression decisions. If performance reviews influence pay rises, say so — now, not at the next review.
What's next
Performance reviews are most effective when they connect to ongoing one-to-one conversations. The evidence you need for a fair review should already exist in your one-to-one notes.
- Read our Bartender one-to-one guide for how to run the weekly conversations that feed into this review
- Check out our Bartender job description for the full scope of responsibilities
- See our Bartender onboarding guide if you're reviewing someone still in their first 90 days