How to Create a 5-Day Restaurant Manager Onboarding Training Plan

Date modified: 21st July 2025 | This article has been written by Pilla Founder, Liam Jones, click to email Liam directly, he reads every email.

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Day 1: Operations Overview and Team Introduction

The first day establishes a comprehensive understanding of restaurant operations and introduces the new manager to all team members across departments.

This foundation day ensures your new restaurant manager understands operational systems, team dynamics, and the restaurant's culture and values.

Restaurant Systems and Facility Tour

Why it's essential: A restaurant manager must intimately know every corner of the operation to make informed decisions. Without this knowledge, they cannot effectively oversee operations or support staff.

Key activities:

ElementInstructionsNotes
Front-of-House TourWalk through dining areas, bar, host stand, and customer touchpointsDiscuss table numbering, sections, and service flow
Back-of-House TourExplore kitchen, storage areas, office space, and staff areasHighlight safety features, equipment, and maintenance needs
POS System TrainingDemonstrate all functions including ordering, payments, reports, and management functionsEnsure they can access all necessary reports and functions
Security ProtocolsReview alarm systems, safe access, key management, and emergency proceduresConfirm understanding of opening/closing procedures

Team Introduction and Organisational Structure

Building relationships with staff is crucial for management success from day one.

Key activities:

ElementInstructionsNotes
Department Head MeetingsOne-on-one sessions with chef, bar manager, and front-of-house leadsDiscuss communication preferences and department challenges
Staff IntroductionMeet all staff members across shifts if possibleLearn names and roles, observe team dynamics
Hierarchy OverviewReview organisational chart and reporting relationshipsClarify decision-making authority and escalation protocols
Communication SystemsIntroduce staff messaging platforms, scheduling systems, and meeting structuresSet expectations for communication frequency and style

Restaurant Culture and Standards

Immerse the new manager in your restaurant's unique culture, values, and quality standards.

Training focus:

  • Brand positioning and target customer understanding
  • Service philosophy and standards documentation
  • Food and beverage quality benchmarks
  • Company history, values, and mission statement

Day 1 Assessment Questions:

  • Can they navigate all areas of the restaurant confidently?
  • Have they demonstrated engagement with staff across departments?
  • Do they understand core operational systems (POS, scheduling, ordering)?
  • Can they articulate the restaurant's core values and service standards?

Day 1 Success Indicators:

  • Takes initiative in meeting team members
  • Asks insightful questions about operations
  • Shows enthusiasm for restaurant concept and culture
  • Begins building rapport with key team members

Day 2: Service Management and Customer Experience

Day two focuses on the heart of restaurant management: delivering exceptional service and managing the guest experience from reservation to farewell.

This service-focused day ensures your new manager can maintain service standards, handle the flow of service, and address guest needs effectively.

Service Standards and Protocols

Why it's essential: The restaurant manager sets the tone for service quality and must understand every aspect of the guest journey to maintain standards.

Key activities:

ElementInstructionsNotes
Service Sequence ReviewWalk through each step of service from greeting to paymentHighlight critical moments and quality checkpoints
Table ManagementTrain on reservation system, table turns, and capacity managementPractice creating floor plans for different scenarios
Service RecoveryRole-play common complaint scenarios and resolution techniquesEstablish complaint handling authority and limits
VIP ProtocolsReview special procedures for regular guests, critics, and celebritiesDiscuss recognition systems and special accommodation policies

Reservation and Guest Management Systems

Mastering the tools that manage guest flow is critical for operational success.

Key activities:

ElementInstructionsNotes
Reservation System TrainingPractice taking bookings, managing waitlists, and handling modificationsReview reporting capabilities and data utilisation
Guest History ManagementDemonstrate how to record and utilise guest preferences and historyEmphasise importance of building guest profiles
Special Event BookingReview private dining options, large party protocols, and event contractsPractice quoting and booking sample events
Table ManagementTrain on optimising seating during different service periodsDevelop strategies for managing peak periods

Service Period Management

Train the manager to orchestrate smooth service across multiple departments.

Training focus:

  • Pre-service briefing techniques and information prioritisation
  • Service period monitoring and intervention points
  • Inter-departmental communication during service
  • Post-service evaluation and feedback methods

Day 2 Assessment Questions:

  • Can they confidently operate the reservation system?
  • Do they demonstrate effective complaint resolution skills?
  • Can they articulate service standards for each position?
  • Do they show awareness of service flow and timing issues?

Day 2 Success Indicators:

  • Handles guest interactions with appropriate tone and professionalism
  • Shows attention to service details during observation periods
  • Demonstrates ability to anticipate service challenges
  • Takes initiative in addressing guest needs

Day 3: Financial Management and Inventory Control

The third day focuses on the critical business management aspects of restaurant operations, emphasising financial oversight and inventory management.

This business-focused day ensures your new manager understands profitability drivers, cost control, and the financial health indicators of your restaurant.

Financial Performance Management

Why it's essential: Restaurant managers must understand financial metrics to make informed operational decisions that protect profitability.

Key activities:

ElementInstructionsNotes
P&L Statement AnalysisReview recent statements, explaining each line item and its impactHighlight key metrics and performance indicators
Daily Sales ReportingDemonstrate end-of-day reporting, banking procedures, and sales analysisPractice reconciling sales, comps, and voids
Labour Cost ManagementTrain on scheduling tools, labour cost calculations, and productivity metricsReview labour laws and compliance requirements
Budget ManagementExplain departmental budgets, variance tracking, and adjustment proceduresDiscuss authority limits and approval processes

Inventory Systems and Cost Control

Effective inventory management directly impacts profitability and operational efficiency.

Key activities:

ElementInstructionsNotes
Inventory Management SystemTrain on software, counting procedures, and variance trackingPractice physical inventory counts in key areas
Order ProcessesReview vendor relationships, ordering schedules, and approval proceduresIntroduce to key suppliers and delivery protocols
Recipe CostingDemonstrate how to calculate and update food and beverage costsReview target cost percentages and pricing strategies
Waste ManagementExplain tracking systems, reduction strategies, and reporting requirementsDiscuss impact of waste on profitability

Cash Management and Financial Controls

Establish proper financial handling procedures and control systems.

Training focus:

  • Cash handling procedures and security protocols
  • Credit card processing and PCI compliance
  • Comps, discounts, and promotional tracking
  • Theft prevention systems and audit procedures

Day 3 Assessment Questions:

  • Can they interpret key financial reports accurately?
  • Do they understand inventory control procedures?
  • Can they calculate basic food and labour cost percentages?
  • Do they demonstrate awareness of financial control points?

Day 3 Success Indicators:

  • Shows appropriate concern for cost control
  • Asks insightful questions about financial performance
  • Demonstrates attention to detail in financial procedures
  • Identifies potential cost-saving opportunities

Day 4: Staff Management and Development

The fourth day concentrates on people management skills, emphasising the restaurant manager's role in building, developing, and leading an effective team.

This leadership-focused day ensures your new manager can recruit, train, and motivate staff while handling performance issues appropriately.

Recruitment and Onboarding

Why it's essential: Building and maintaining a strong team begins with effective hiring and integration practices.

Key activities:

ElementInstructionsNotes
Recruitment ProcessReview job descriptions, interview techniques, and selection criteriaPractice conducting mock interviews for different positions
Onboarding ProceduresExplain training schedules, documentation, and integration processesReview training materials and competency checklists
Legal ComplianceCover employment laws, work eligibility verification, and record-keepingEmphasise non-discrimination and fair hiring practices
Probation ManagementDiscuss performance evaluation during trial periodsReview termination procedures for unsuccessful probations

Performance Management and Development

Developing and maintaining staff performance is a core management responsibility.

Key activities:

ElementInstructionsNotes
Performance StandardsReview position-specific expectations and measurement criteriaDiscuss objective vs. subjective performance indicators
Feedback TechniquesPractice delivering constructive feedback and recognitionRole-play common performance conversations
Progressive DisciplineExplain verbal warnings, written documentation, and termination proceduresReview documentation requirements and legal considerations
Development PlanningDemonstrate creating growth plans and advancement pathwaysDiscuss identifying and nurturing high-potential employees

Team Leadership and Culture Building

Train the manager to foster a positive workplace culture and team cohesion.

Training focus:

  • Staff motivation techniques and recognition systems
  • Team building and morale management
  • Conflict resolution and mediation skills
  • Creating inclusive and respectful work environments

Day 4 Assessment Questions:

  • Can they articulate effective interview questions for different positions?
  • Do they demonstrate appropriate feedback delivery techniques?
  • Can they identify performance issues and appropriate interventions?
  • Do they show understanding of employment law basics?

Day 4 Success Indicators:

  • Displays empathy and fairness in staff interactions
  • Shows confidence in addressing performance scenarios
  • Demonstrates active listening and communication skills
  • Exhibits leadership presence and credibility

Day 5: Business Development and Strategic Planning

The final day expands beyond daily operations to focus on business growth, marketing awareness, and strategic planning for long-term success.

This forward-looking day ensures your new manager understands their role in building the business and implementing strategic initiatives.

Marketing and Business Development

Why it's essential: Restaurant managers must understand marketing principles to support business growth and customer acquisition.

Key activities:

ElementInstructionsNotes
Marketing OverviewReview current marketing channels, promotions, and campaignsExplain manager's role in supporting marketing initiatives
Social Media ManagementDiscuss reputation management, review responses, and content guidelinesPractice responding to various online review scenarios
Local Business DevelopmentExplain community engagement strategies and networking opportunitiesIdentify potential local partnerships and opportunities
Promotional PlanningReview event calendars, seasonal promotions, and evaluation metricsPractice creating promotional concepts with ROI projections

Strategic Planning and Goal Setting

Connect daily operations to broader business objectives and long-term success.

Key activities:

ElementInstructionsNotes
Business Plan ReviewDiscuss company vision, growth targets, and strategic prioritiesConnect daily operations to broader business objectives
Goal SettingPractice creating SMART goals for different operational areasEstablish personal performance objectives
Action PlanningDevelop implementation strategies for immediate prioritiesCreate 30-60-90 day plan for the manager's role
Performance MetricsReview KPIs and measurement systems for tracking progressEstablish regular reporting expectations

Continuous Improvement and Innovation

Establish systems for ongoing development and adaptation to market changes.

Training focus:

  • Gathering and utilising customer feedback
  • Competitive analysis and market awareness
  • Menu engineering and product development processes
  • Technology adoption and systems improvement

Day 5 Assessment Questions:

  • Can they articulate the restaurant's competitive advantages?
  • Do they demonstrate understanding of business growth strategies?
  • Can they create meaningful action plans with measurable outcomes?
  • Do they show initiative in identifying improvement opportunities?

Day 5 Success Indicators:

  • Proposes thoughtful business development ideas
  • Shows strategic thinking beyond day-to-day operations
  • Demonstrates understanding of brand positioning
  • Exhibits enthusiasm for business growth and improvement

Must-Haves vs. Nice-to-Haves in Restaurant Manager Onboarding

Must-Haves:

  • Complete systems access and training - Ensure immediate functionality with POS, scheduling, inventory, and reporting systems
  • Full team introductions across all departments - Building relationships from day one is non-negotiable
  • Clear financial targets and performance expectations - Establish accountability metrics immediately
  • Service standards documentation and demonstration - Quality standards must be understood before managing others
  • Safety and emergency procedure training - Legal and safety compliance cannot be delayed
  • Cash handling and financial control procedures - Financial integrity systems must be in place from the start

Nice-to-Haves:

  • Extended shadowing with departing manager - Valuable but not always possible
  • Cross-training in all positions - Beneficial but can be developed over time
  • External vendor introductions - Can be phased in gradually
  • Advanced marketing training - Can be developed after operational mastery
  • Long-term strategic planning involvement - Can be incorporated after operational competence
  • Industry networking introductions - Valuable but not immediate priority

Common Onboarding Challenges for Restaurant Managers

Challenge: Information Overload

  • Solution: Break training into digestible modules with clear daily objectives
  • Provide reference materials for later review
  • Build in reflection time between training segments

Challenge: Staff Resistance to New Leadership

  • Solution: Plan team-building activities early in the process
  • Have respected staff members participate in training delivery
  • Create opportunities for early wins that demonstrate competence

Challenge: Balancing Training with Operational Needs

  • Solution: Schedule training during lower-volume periods when possible
  • Create a graduated responsibility schedule that increases gradually
  • Ensure adequate support staff during training periods

Challenge: Adapting to Existing Culture

  • Solution: Include cultural orientation as explicit part of training
  • Pair with culture ambassadors from existing staff
  • Provide context for established traditions and practices

Challenge: Technology Learning Curve

  • Solution: Provide system access before official start date if possible
  • Create practice scenarios in training environments
  • Assign technology mentors for specific systems

Measuring Onboarding Success

Establish clear evaluation metrics to assess the effectiveness of your restaurant manager onboarding:

Short-term indicators (2 weeks):

  • Systems proficiency assessments
  • Staff feedback on initial interactions
  • Basic operational knowledge testing
  • Self-confidence ratings

Medium-term indicators (1 month):

  • Customer feedback trends
  • Adherence to financial controls
  • Staff retention in their departments
  • Operational efficiency metrics

Long-term indicators (3 months):

  • Financial performance against targets
  • Staff development progress
  • Process improvement initiatives
  • Strategic goal advancement

Conclusion: Supporting Ongoing Development

The 5-day intensive onboarding is just the beginning. Create a structured 90-day development plan that includes:

  • Weekly performance check-ins with direct supervisor
  • Monthly development reviews with specific focus areas
  • Cross-training opportunities in challenging areas
  • Mentorship connections with experienced managers
  • Industry education and certification pathways

Remember that effective restaurant managers develop through continuous learning and feedback. Your investment in thorough onboarding will pay dividends in operational excellence, team stability, and business growth.