Managing in the restaurant industry can be a multi-tasking juggling act at times. Anyone who has ever worked in a restaurant knows that it can be, and most likely is fast-pace and requires organization and communication from everyone in each department.
Management is the ability to plan, organize, direct, staff, control, and evaluate the many functions in a foodservice organization for the purpose of serving organizational goals. A manager’s task is to perform all these functions with the finite supply of resources available. These resources include:
– Processes and tools
When managing a business like a restaurant, the person in this position could demonstrate different styles of management. There are four common management styles:
– Autocratic: Domineering individual who has ultimate authority over employees
– Bureaucratic: Regular procedures, division of responsibilities, hierarchy, and impersonal relationships
– Democratic: Considering and treating others as equals, more participative in the tasks performed
– Laissez-faire: noninterference, letting people do as they decide
But, being an effective manager does not always mean that makes you an effective leader. The roles are much different. Leadership is the ability to motivate and inspire employees to behave in accordance with the vision of an organization and to accomplish the organization’s goals. Good leaders demonstrate these behaviors:
– Provide direction
o Leaders communicate clearly and ensure that employees know what is expected of them. One of the ways to accomplish this is to discuss roles and responsibilities with everyone in the operation. This way everyone understands the direction given.
– Lead consistently
o Using the organization’s mission, vision, and values as checkpoints, leaders maintain standards by holding themselves and other accountable for their actions.
– Influence others
o Gaining cooperation through caring acts, using persuasion to convince others of appropriate behavior, and offering constructive feedback are ways that leaders influence others. Leaders also examine how to build consensus through a “give” and “take” dialogue as well as encouraging superior performance by relating employees’ actions to the organization’s vision.
– Foster teamwork
o Leaders create functional work teams that build members’ skills. They also establish cross-functional teams to monitor, standardize, and improve work processes across the company. Assigning problems to temporary groups of selected employees is one way to begin developing these teams.
– Motivate others
o The importance of communication cannot be overstated. Leaders give pep talks, ask their employees for advice, and vocally praise people’s work. It is also really important to keep employees informed and provide them with a sense of belonging by allowing them to solve problems and contribute ideas.
– Coach and develop employees
o Leaders instruct employees on better ways to perform a task, offer insights to high-potential workers, and ensure that every employee has a development plan. They also seek out learning opportunities for the staff and encourage them to enroll in these programs.
– Champion change
o Anticipating the need for change, looking for better ways to do things, understanding the link between change and learning, and communicating the benefits of new processes and procedures are all actions of a leader.
So, overall here are the differences you will want to remember:
o Plans and budgets
o Oversees staffing
o Solves problems
o Maintains order
o Write reports and other types of materials
o Charts a course that provides direction
o Offers guidance and counsel
o Motivates and inspires a call to action
o Creates an environment for change
o Trains and teaches