Why Growing Restaurant Groups Should Prioritize Manager Training
When conversations about restaurant training come up, the focus often zeroes in on line-level employees—how to engage them, train them, and keep them motivated. While this is undoubtedly important, it’s equally vital—if not more so—to focus on another group: the managers. Too often, restaurants overlook the value of training and developing their managers, particularly in restaurant groups in their early stages of growth and expansion. From my experience working both as a manager and as a consultant with high-performing restaurants, this is an area ripe for attention. Here’s why.
1. Managers Are the Day-to-Day Leaders of the Business
Managers sit at the intersection of nearly every key relationship in the restaurant: employees, guests, vendors, and other stakeholders. They are the glue that holds the daily operations together. If there is a problem to solve, a decision to make, or a stakeholder to engage, it usually falls on the manager's shoulders. Without well-trained managers, restaurants risk operational inefficiency, poor guest experiences, and even employee dissatisfaction.
While restaurant leadership and owners are the strategic visionaries, managers implement that vision daily. Proper training for managers means they’re better equipped to carry out this mission with precision. Focusing on managerial development ensures that the restaurant's strategic goals trickle down effectively to the front line.
2. Greater ROI from Manager Training
Training hundreds of employees across various positions is complex and time-consuming. But when it comes to training managers, there’s a unique advantage: there are fewer of them, which makes training more targeted and efficient. Additionally, because managers directly impact their teams, the ROI on manager training is significant. A single well-trained manager can directly improve the performance of dozens of employees, affecting everything from guest satisfaction to staff retention.
By training managers, you essentially create "force multipliers." One manager takes the training they receive and applies it not only to themselves but reflects it in their team’s behaviors, work culture, and overall performance.
3. Replacing Managers is Expensive
Managerial turnover is costly—not just in dollars but in cultural currency. According to industry research, replacing a manager can cost a restaurant up to $20,000 when you factor in recruitment, training, and lost productivity [1]. But that’s not the whole story. When a manager leaves, the remaining staff often struggle to pick up the slack, and the extra responsibilities either fall to an already overwhelmed management team or go undone altogether. Both outcomes lead to declines in employee morale and guest experience.
Beyond that, a new manager entering the scene needs time to learn the operational and cultural ropes while simultaneously building trust with their team. It’s an uphill battle, and that transition period can lead to disengaged staff, missed opportunities, and operational inefficiencies.
Investing in manager development creates a stronger leadership core, reducing the likelihood of turnover and minimizing disruption to the business when promotions or transitions occur.
4. "People Don’t Leave Bad Jobs, They Leave Bad Bosses"
This well-known adage is especially true in restaurants. A good manager doesn’t just direct—they inspire, mentor, and create an environment where employees feel valued and engaged. When a manager is well-trained, they’re more likely to be able to handle the nuances of their role: from conflict resolution to team motivation, all while maintaining a high standard of operational efficiency.
By focusing on manager training, restaurants can empower managers to better lead their teams, which in turn drives retention. Staff members who feel supported, understood, and challenged in the right ways are far less likely to leave.
5. Manager Development is a Competitive Advantage
A great example of this is Hillstone Restaurant Group, known for its rigorous management training programs. Managers are attracted to Hillstone not just for the job itself but for the opportunity to develop valuable skills they can carry throughout their careers. This kind of program creates a pipeline of talent, where management is seen as a prestigious role rather than just a step up from the front line.
For restaurants aiming to grow, offering structured managerial development can be a major draw for high-caliber talent. Restaurant groups, in particular, have the opportunity to define career paths, with room for upward mobility as new locations open and the brand expands. In this way, manager training becomes a magnet for driven, growth-oriented individuals looking to develop their careers.
6. Building Consistency Across Locations
As restaurant groups expand, maintaining consistency across multiple locations becomes critical. The easiest way to ensure that the culture, operations, and guest experience remain uniform is by investing in the development of your managers. Well-trained managers can serve as the torchbearers of your company’s standards and values, ensuring they are reflected in every location.
When you create clearly defined promotion paths and offer continuous development opportunities, you fortify the culture across the group. Managers who feel they have growth opportunities within the company are more likely to be loyal and invested in upholding the brand's reputation.
Conclusion
Focusing on manager training isn’t just about keeping day-to-day operations running smoothly—it’s about preparing your restaurant for long-term success. The return on investment for manager training is higher than training individual employees because it filters down to every aspect of the business. By investing in your managers, you are fortifying your team, improving retention, and preparing for growth. Whether you’re running a single Michelin-starred restaurant or a growing group, the key to scalability and sustainability lies in your leadership team.
1 – Based on industry research, replacing a restaurant manager can cost up to $20,000, including recruitment, hiring, onboarding, training, and productivity losses(TERRA Staffing Group)(SynergySuite).
