Preston Lee
@the_30_rule • 138,700 subscribers
Videos
I asked the managers why the floor was so thin. They said corporate wants eleven percent labor. So I asked the only question that matters. Do they want eleven percent labor, or do they want the restaurant to be busy? Because you have to pick one. You can absolutely hit eleven percent. You hit it when your sales are already up here. Not when they are falling. That is the problem nobody in that building was naming. Labor is high, so cut labor. That is the reflex. The other move is to say labor is high because sales are down, so what happened to the sales? What did we do six months ago? What did we do over the last twelve months that let the sales slide? What are we doing to stop the bleeding and push them back up? Nobody asked that. They just cut. And the guest pays for it. I sat in that dining room and I would not have come back. The food was not good enough to carry a thin floor. Here is the line I keep repeating. Labor is a symptom. The problem is somewhere else. And they are treating the symptom while the problem keeps growing. Yes, be fiscally responsible. You have to be. But be realistic about what result you want out of what you are putting in. Restaurant leadership is refusing to let a percentage make a decision that belongs to a person. Restaurant training systems are what let a smaller team actually hold the standard, instead of just being fewer. Hospitality training is the first thing to die on an understaffed floor. Your restaurant culture tells your managers whether they are allowed to push back. Cut deep enough and you trade guest experience for a number, then lose both. Thin floors also cost you people. Nobody stays on a station that is impossible to work, and that turnover costs more than the hours you saved. Every restaurant owner should ask which one they are actually buying. #hospitalitytraining #restaurantleadership #restaurantsystems #restaurantowner
Preston Lee196,100 görüntüleme • 8 gün önce
How to get restaurant employees to care more about the guest experience starts with giving them a mission bigger than the task. That’s what Chick-fil-A gets right. Their team isn’t just trained on what to do. They’re taught what they’re there to create for the guest. That’s why a 16-year-old notices the trash, offers the refill and steps in without being asked. Task-driven employees complete the checklist. Mission-driven employees look for ways to make the experience better. Great training doesn’t just change behavior. It changes what the employee believes the job is.
Preston Lee441,800 görüntüleme • 2 ay önce
Restaurant leadership starts before your first instruction of the shift. Before you ask something of each team member, do something to help them. Refill what they’re running low on. Cover them for a five-minute break. Ask, “What can I do for you?” Then follow through. Make that a daily practice. Your mood, your words, and your actions help set the tone. Even when you’re having a rough day, your team needs you to show up ready to support them. Then coach. Give someone one clear way to improve. Demonstrate it. Give them a measure they can work toward. Follow up. Before you decide someone is a C player, make sure they understand the expectation and have been shown how to meet it. “I can’t” and “I won’t” require different responses. A skill gap gives you something to teach. Refusing to make the effort calls for accountability. Hospitality leaders need to provide support, set clear expectations, and pay attention to what people do with both. Show your team the effort you’re asking them to give. #RestaurantLeadership #HospitalityLeadership #RestaurantManagement #TeamDevelopment #LeadershipTraining
Preston Lee103,500 görüntüleme • 1 ay önce
Restaurant training shouldn’t leave managers repeating the same reminders every shift. If the standard only holds when you’re standing there, look at what’s missing between the training and the floor. There are three connected pieces. Training gives people clarity. Show your team what good performance looks like. Demonstrate it, let them practice, and check that they understand. Systems make it repeatable. Give people a clear way to execute what they learned. Who does it? When does it happen? What does completing it correctly look like? Accountability keeps it working. Managers follow up, recognize good execution, correct gaps, and check again. The expectation stays consistent across shifts and leaders. That’s how restaurant systems support the team instead of becoming another document nobody uses. Hospitality training needs all three pieces. Your guests should feel the standard regardless of who’s working, and your employees should know what’s expected without having to guess. Before blaming a lack of buy-in, check the structure you’ve provided. Does your team understand the task? Do they have a process to follow? Does leadership consistently follow through? Which part needs the most work in your restaurant? #RestaurantTraining #RestaurantSystems #TeamAccountability #RestaurantLeadership #HospitalityTraining
Preston Lee11,200 görüntüleme • 25 gün önce
Hospitality training for restaurant managers starts with this truth. Real hospitality has no conditions. It’s not tied to the check size, the tip amount, or how easy the table is. It’s about giving your best because it’s who you are, not because of what you get back. When your team serves from that place, guests feel it. The energy shifts. The experience lasts. Because hospitality isn’t a transaction. It’s an invitation. And the moment you expect something in return, you lose what made it special in the first place. #hospitality #serviceindustry #trainingtips
Preston Lee35,900 görüntüleme • 1 yıl önce
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