85% of Restaurant AND Bar Manager Jobs Demand This Skill: Are You Equipped?

So, apparently, losing staff is costing UK restaurants and bars around £10,000 per employee every year. Ouch. We all know that wages are a hot topic, but what if the real secret to keeping people (and making a profit) isn't just about the money? What if it's about having better bosses? The numbers are pretty clear: leadership matters.

The Grind is Real

Let's face it, running a restaurant or bar in the UK is a proper slog. You're constantly battling rising food costs, wrestling with licensing laws that seem to change every five minutes, and trying to keep your head above water. But one of the biggest headaches, and arguably one of the most damaging, is staff turnover. It's not just about the hit to your wallet – recruitment fees, training time, lost productivity – it's the chaos it creates.

When people keep leaving, it can turn the place toxic. The remaining staff get burnt out and fed up, which just makes more people want to quit. It's a vicious cycle! Plus, you can't deliver great service when you're constantly training newbies. All that churn damages your reputation and, ultimately, your bottom line. Owners are always scrambling for quick fixes, like throwing more money at the problem or offering better perks. But while those things help, they often don't get to the heart of the issue: poor leadership.

Too often, owners are stuck juggling day-to-day fires and don't have time to actually lead their team. And let's be honest, many managers get promoted because they're good at the technical stuff, not because they're natural leaders. They end up in charge without the skills to motivate, inspire, or keep their staff happy.

Crunching the Numbers

I dug into 130 restaurant and bar manager job ads across the UK, and a pattern jumped out: everyone's desperate for leaders. A whopping 85% of those job descriptions specifically mentioned leadership as a key requirement. And it wasn't just fluff, they wanted people who could "motivate a team," had "demonstrated leadership experience," and could "train and develop staff."

Then I went to Glassdoor and Indeed to see what employees were saying. Sure, pay and benefits came up a lot, but the quality of management was a recurring theme. People raved about managers who were supportive, good communicators, and invested in their team. On the flip side, they slammed bosses who were authoritarian, unapproachable, or just plain clueless. About 60% of negative reviews mentioned problems with management or a lack of leadership.

And here's the kicker: the Centre for Hospitality Management did a study and found that restaurants and bars with strong leadership teams have a 20% lower staff turnover rate. That's real money saved and a smoother operation. The message is loud and clear: leadership isn't just a nice-to-have; it's essential for success.

The Leadership Link

All this demand for leadership skills is a direct response to the problems restaurant and bar owners face. Good leadership creates a positive atmosphere, boosts morale, and, you guessed it, reduces turnover. When managers can inspire and motivate their teams, employees feel valued, engaged, and actually care about the business succeeding.

Leadership isn't about barking orders; it's about creating a shared vision, giving people the freedom to take ownership of their jobs, and providing the support they need to thrive. A decent leader knows the strengths and weaknesses of their team and adapts their approach accordingly. They give regular feedback, celebrate wins, and create opportunities for people to learn and grow.

What's more, strong leadership encourages open communication and teamwork. When employees feel comfortable sharing ideas and concerns, it leads to better problem-solving, more innovation, and a stronger sense of camaraderie. And that translates to better customer service, tastier food and drinks, and a better experience for everyone. By investing in leadership, owners can create a positive cycle where happy, motivated employees contribute to a successful business that attracts and keeps top talent.

Building a Better Boss

• One-on-ones are your friend: Schedule short, focused chats (15-30 minutes) with each team member every week or two. Talk about their progress, what they're struggling with, and what they want to achieve. Ask a bartender how they feel about their cocktail skills and if they'd like to do a mixology course. It shows you care and makes them feel valued.
• Delegate and trust: Stop micromanaging! Give your team the space to make decisions. Let a server organise a themed night or let a junior chef experiment with new dishes. It builds confidence and encourages creativity.
• Give good feedback: Offer specific and actionable feedback, both good and bad. Don't just say "good job," explain what they did well and how they can improve. Praise a server for their amazing customer service and suggest they share their secrets with the rest of the team. And celebrate achievements publicly, whether it's in a team meeting or a company newsletter.

The Loyalty Mindset

If you want to keep your staff for the long haul, you need to embrace a "Leaders who grow people" mentality. That means shifting your focus from just managing tasks to actively investing in your team's development. When employees feel their boss is genuinely invested in their growth, they're much more likely to stick around.

This requires a fundamental change in how you see your role as a manager. Instead of being a supervisor, think of yourself as a coach or mentor. Your main job is to help your team reach their full potential, both at work and in their personal lives. That means providing training, offering guidance, and celebrating their successes.

Leaders who grow people understand that happy employees equal happy customers. When employees feel valued and appreciated, they're more likely to provide excellent service. And that leads to loyal customers and a healthy profit margin. By putting employee growth first, you're not just creating a better workplace, you're building a more sustainable and successful business.

What This Means for You

You don't need to completely overhaul your business to improve leadership. Start with small changes that can make a big difference. Focus on developing your current managers and spotting potential leaders within your team. Offer workshops on communication, conflict resolution, and performance management.

Encourage managers to be coaches, giving regular feedback and support. Create opportunities for employees to take on new challenges and recognise their achievements publicly. Invest in tech that can help you track employee performance and spot areas for improvement. Set up a system for gathering customer feedback and sharing it with your team.

In the end, creating a culture of leadership requires commitment from the top. Owners need to lead by example, showing integrity, respect, and empathy. By creating a positive and supportive work environment, you can attract and retain top talent, improve customer service, and build a thriving business.