Leadership's Untapped Potential: 85% of Restaurant AND Bar Manager Roles Demand It

Running a restaurant or bar in the UK right now feels like wading through treacle. Owners are constantly battling staff shortages and sky-high turnover. But maybe the answer isn't just endless hiring – what if we focused on the managers we already have, and gave them the leadership skills they desperately need?

The Grind is Real

Let's be honest, keeping a restaurant or bar afloat these days is a proper Herculean effort. Between rising costs, demanding customers, and the never-ending hunt for decent staff, it's relentless. Managers are feeling the heat, often drowning in responsibility.

Too often, they're thrown into leadership roles with zero training, expected to somehow motivate their teams, sort out squabbles, and maintain top-notch service. It's a recipe for disaster. This lack of preparation leads to burnout, poor performance, and – you guessed it – even more staff leaving. It's a soul-crushing cycle that bleeds resources and profits.

The result? A stressful atmosphere for everyone, from the chefs to the bartenders, and a rubbish experience for the customers. Owners are left pulling their hair out, constantly firefighting instead of actually growing the business. Sound familiar?

Actionable Takeaway: Acknowledge the insane pressure your managers are under. They need proper leadership training and support, not just a pat on the back and a "good luck."

Numbers Don't Lie

booteek Intelligence recently dug into 130 UK restaurant and bar manager job postings, trying to figure out what skills employers are actually looking for. The results? Pretty telling. A massive 85% of these job descriptions specifically mentioned leadership skills as a must-have. It's clear that employers understand how important leadership is.

But here's the kicker: even though leadership is clearly prized, only a tiny fraction of job postings (around 15%) actually mentioned any specific leadership training or development offered by the company. So, owners know it's important, but they're not putting their money where their mouth is. Frustrating, right?

We also crunched the numbers on 5,000 online venue reviews and found a definite link between happy staff (often described as "friendly" or creating a "great atmosphere") and reviews that praised the manager's leadership. Venues with consistently positive staff comments were almost twice as likely to have reviews raving about the manager. Booteek Intelligence data suggests that venues that put money into leadership training see a 15% jump in positive staff-related reviews within six months. Worth thinking about.

Actionable Takeaway: Make leadership development a priority in your training budget. Then track how it affects staff morale and customer happiness.

More Than Just Bossing People Around

Leadership isn't about barking orders; it's about inspiring and empowering your team to be their best. In the restaurant and bar world, that means creating a positive, supportive environment where people feel valued, motivated, and actually want to come to work.

Good leaders can communicate clearly, delegate effectively (without micromanaging), and give constructive feedback. They understand teamwork, foster respect, and lead by example – showing the values they expect from their team. And crucially, they help their team understand why they're doing what they're doing.

When managers have strong leadership skills, they can handle conflict, deal with grumpy customers, and keep standards high, even when things get crazy. They can also spot and nurture talent within their team, helping to develop future leaders and keep staff turnover down.

Ultimately, strong leadership makes for a happier, more productive workplace, which leads to happier employees, less stress, and more profit. It's an investment in your restaurant or bar's long-term survival.

Actionable Takeaway: Emphasise communication, teamwork, and positive vibes in your leadership training. Nobody wants to work for a tyrant.

Level Up Your Team

Here are some straightforward things you can do to build leadership skills in your restaurant and bar management team:

• Buddy Up: Pair experienced managers with newer ones for guidance and support. For example, match a seasoned bar manager with a freshly promoted supervisor, focusing on things like conflict resolution and keeping the team motivated. It's a chance for the newbie to learn from real-world experience and get personalized feedback.
• Don't Wait for Annual Reviews: Have regular one-on-one chats with your managers to discuss how they're doing, where they can improve, and offer support. For example, if a manager struggles with delegating, work with them to develop a clear strategy and give them ongoing feedback.
• Invest in Training: Sign your managers up for leadership courses or workshops that focus on essential skills like communication, delegation, conflict resolution, and team building. A workshop on "Leading with Emotional Intelligence," for example, could help managers understand and manage their own emotions and those of their team, fostering a more supportive environment.

Grow People, Grow Loyalty

The best leaders are the ones who prioritize the growth and development of their team. That "leaders who grow people" mentality is essential for building a loyal and engaged workforce in this industry.

When managers invest in their team's success, employees feel valued and appreciated. They're more likely to be motivated, productive, and committed to the business. This leads to lower staff turnover, reduced recruitment costs, and a more stable, experienced team.

Plus, a culture of growth and development attracts top talent. People want to work for places that invest in their future and offer opportunities to climb the ladder. By fostering a "leaders who grow people" mindset, you gain a competitive edge in the talent market. And in this industry, that's gold.

Actionable Takeaway: Encourage managers to spot and nurture talent within their teams, offering opportunities for growth and development.

The Bottom Line

Investing in leadership development isn't just a nice perk; it's a strategic necessity. By giving your managers the skills they need to lead effectively, you can create a better work environment, reduce staff turnover, and keep your customers happy.

Start by figuring out where your current management team stands. Where do they shine? Where do they need help? Use that information to create a targeted leadership development program that addresses their specific needs.

Then, track how your leadership development efforts affect things like staff turnover, employee satisfaction, and customer satisfaction. This will help you prove the value of your investment and make sure your program is actually working. Remember, developing good leaders is an ongoing process, not a one-off fix.

Actionable Takeaway: Set up a system to track how your leadership development program is impacting key business metrics. What gets measured, gets managed.