How to Create a 5-Day Bar Supervisor Onboarding Training Plan

Day 1: Venue Orientation and Introduction

The beginning of a new bar supervisor’s journey should start with understanding their environment and their team. This day sets the foundation for their leadership role in service efficiency and team morale.

Practice Structured Venue Walk-through

Why it matters: Getting acquainted with the physical layout helps them manage operations efficiently and anticipate guest needs seamlessly.

What to include:

Key Focus AreaDetails Bar and Dining LayoutHighlight guest areas, bar stations, exits, and restrooms. Explain the logic behind bar setup and guest flow. Back-of-House AccessTour stock rooms, staff areas. Emphasise areas they’re responsible for during shifts. Introduce Team Members Personally

Why it matters: Building positive relationships within the team helps ensure smooth communication and mutual respect.

What to include:

• •Personal introductions to all team members across the front and back of house. Pair them with a buddy for the week.

Manager Tip: Select a team member experienced in both operational tasks and team dynamics as their mentor for the initial phase.

Discuss Venue Philosophy and Expectations

Why it matters: Aligning the new supervisor with the venue’s values and culture is crucial for them to lead authentically.

Topics to cover:

• •Service style and key values of the venue.
• •Overview of bar supervisor responsibilities and expectations.
• •Uniform and appearance standards. Clearly define and provide written guidelines.

Activity: Shadowing Service

Encourage them to observe another experienced supervisor or senior waitstaff during a busy service, noting how they handle table management and guest expectations.

Introduction to Shift Structure

Why it matters: Understanding the rhythm of service helps them lead shifts that are both efficient and enjoyable.

• •Explain daily shift structures and timing.
• •Introduce them to staff briefing techniques.

Questions to Help Build This Section in Your Own Venue

• •What should each supervisor know about your venue’s layout and workflow?
• •Who are the best team members to introduce first, and what role will they play in the training?
• •What key values and service philosophies do you want to prioritise in their training?

Day 2. Reservation Oversight and Guest Flow Management

Focusing on reservations and managing guest flow helps the supervisor maintain a seamless service experience and accommodate varying serving capacities efficiently.

Train on Reservation Systems

Why it matters: Mastering tools like OpenTable or similar systems is crucial for managing bookings and guest flow effectively.

What to include:

• •Advanced training on the reservation system, demonstrating all features available.
• •Utilising data to anticipate busy periods and adjust staffing needs accordingly.

Master Table Management

Why it matters: Effective table turnover increases revenue and ensures a pleasant guest experience without making them feel rushed.

Elements to cover:

• •Table plan management and adjusting layouts given reservation trends.
• •Coordinate with hosts on arrivals, maintaining wait times that don’t delay service or cause stress.

Handle Changes and Adapt Quickly

Why it matters: Flexibility with changes such as no-shows or walk-ins keeps service smooth even during disruptions.

What to train:

• •Strategies for dealing with sudden changes, last-minute group expansions, or shrinkages.
• •Clearly communicate to the team any updates to the dinner service.

Recognise and Manage VIP Guests

Why it matters: Personalised service for VIPs can lead to long-term loyalty and higher satisfaction.

What to include:

• •How to identify VIP and regulars, understanding their preferences for a tailored experience.
• •Assigned seating to accommodate specific customer needs or requests.

Training Scenario: Overbooking Situations

Use role-playing to address scenarios of overbooking or unexpected guest influx and maintaining service standards despite these challenges.

Questions to Help Build This Section in Your Own Venue

• •How often do you change table layouts, and what influences these changes?
• •Do your supervisors know your system’s advanced features, or are you still underutilising them?
• •Who is responsible for addressing reservation mishaps — and how are they empowered to do so effectively?

Day 3. Service Standards and Team Leadership

On the third day, emphasising service standards alongside leadership sets the tone for how they’ll manage each shift and interact with their team.

Conducting Pre-shift Briefings

Why it matters: Effective briefings provide clarity and set daily priorities, reinforcing consistency in service delivery.

Points to cover:

• •How to lead engaging pre-shift briefings, setting goals, and assigning roles.
• •Communicating daily specials and any variations to service routines.

Ensure Adherence to Service Standards

Why it matters: Consistent SOP adherence ensures every customer receives the best service, irrespective of who’s on duty.

Training focus:

• •Reviewing service standards, including timing, plate presentation, and service etiquette.
• •Shadowing and giving feedback on-supervisor performance to assess SOP compliance.

Addressing Guest Concerns Proactively

Why it matters: Encouraging real-time responses to guest issues can turn around negative experiences swiftly.

Strategies to teach:

• •Identify common complaints and provide solutions immediately.
• •Train to resolve issues without escalating unless necessary.

Lead from the Front with Presence

Why it matters: A strong floor presence not only motivates the team but also reassures guests.

Activity to observe:

• •Demonstrate balancing active guest engagement with attentively overseeing staff activities.
• •Practise upselling and guest recommendation techniques to motivate team efforts.

Collaborate with Kitchen for Seamless Service

Why it matters: Effective kitchen-supervisor communication ensures synchronisation, enhancing the guest experience.

What to train:

• •Communication cadence with kitchen staff for timing and managing special requests.

Questions to Help Build This Section in Your Own Venue

• •How often do you update your SOPs, and who ensures staff comply with them?
• •What’s your process for handling a PR issue due to service lapses?
• •Do you have team members modelling perfect service each shift for others to learn from?

Day 4. Communication and Conflict Resolution

The fourth day focuses on developing robust internal and external communication skills, emphasising respectful conflict resolution.

Establish Communication Standards

Why it matters: Effective verbal and non-verbal communication reduces errors and boosts guest satisfaction.

Training tips:

• •Practise service language aligning with brand values, ensuring tone and clarity.
• •Non-verbal cues: Encouraging positive body language that conveys attentiveness and confidence.

Resolve Conflicts Calmly

Why it matters: Managing disputes effectively prevents minor issues from escalating and maintains team cohesion.

Approach to teach:

• •Roleplaying exercises to mediate issues between guests and staff.
• •Provide frameworks for polite intervention and resolution feedback.

Address Guest and Online Feedback

Why it matters: Constructive feedback handling shows commitment to improvement and fosters trust.

What to cover:

• •Resolve online and on-site feedback. Distinguish when to inform senior management.

Encourage Fast Communication with the Team

Why it matters: Quick feedback loops ensure potential issues are dealt with promptly, supporting smooth operations.

Activities to include:

• •Train not just in problem-solving, but in quick and clear communication with management/kitchen during service.
• •Demonstrate quick handover notes for the next shift leader.

Questions to Help Build This Section in Your Own Venue

• •Do you have a brand-specific lexicon that team members use regularly?
• •What role does communication training play in your staff development plan?
• •How do you measure success in resolving conflicts and implementing feedback?

Day 5. Safety, Compliance, and Professional Development

The final day will solidify essential safety procedures and compliance understanding, setting a foundation for growth within your leadership team.

Focus on Food Safety and Compliance

Why it matters: Strong food safety understanding is vital to customer health and business compliance.

What to include:

• •Review allergen awareness, ensuring cross-contamination prevention.
• •Fire safety — evacuation procedures, equipment locations.
• •Introduction to GDPR rules, focusing on protecting guest data.

Train Dealing with Difficult Guests

Why it matters: Handling intoxicated or challenging customers effectively safeguards the atmosphere and maintains venue standards.

Strategies to cover:

• •Roleplay for dealing with intoxicated guests. Techniques to de-escalate situations with professionalism.

Review Company Policies on Disciplinary Actions

Why it matters: Awareness of reporting structures develops confidence in lawful and smooth running of operations.

Include:

• •Understanding company policy on disciplinary actions and reporting breaches.

Set Goals and Long-term Development Plans

Why it matters: Discussing a growth map enhances motivation and commitment to their role.

Discussion to include:

• •Create personal development goals that align with venue growth strategies.
• •Use feedback sessions to craft personal improvement plans and timelines.

Onboarding Feedback Session

Why it matters: Gathering and acting on feedback from the new supervisor’s perspective supports continuous improvement of the onboarding experience.

How to structure:

• •Run a structured feedback session with a senior manager. Cover what was clear, what wasn’t, and suggestions for future improvements.

Questions to Help Build This Section in Your Own Venue

• •How up-to-date are your safety measures, and how often do they get reviewed?
• •Do you have a clear performance development path for leaders in your team?
• •How regularly do you seek onboarding feedback and act upon it?

Final Tip: Completing onboarding is not just about checking boxes. It's the first step in building confidence and capability in a leader who can drive your venue’s success.Revisit training consistency, and use each new joiner's feedback to improve. Remember, a well-prepared supervisor will elevate the entire team.