How to Stop Your Restaurant Managers from Bringing You Every Little Problem

 One of the most common (and frustrating) issues restaurant owners face is managers who bring you every little problem instead of solving things themselves. If you feel like you can’t get anything done without being interrupted, I have some solutions for you. In this episode of The Restaurant Prosperity Formula podcast, I tackle exactly why it happens and, more importantly, how to stop it. You’ll learn how to retrain your managers to think like owners, make decisions with confidence, and stop relying on you for answers—freeing up your time and restoring your sanity.

Here are the key takeaways from this episode:

You've trained them to depend on you

It’s tough to hear, but true—your managers rely on you because you’ve taught them to. Every time you give them an immediate answer, you're reinforcing the idea that they need to come to you. It’s like a kid asking for help with homework. If you give them the answers instead of helping them figure it out, they’ll always come back for more.

Fear is holding them back

Some managers are afraid of making mistakes—either because of past experiences or the way they’ve been treated in your restaurant. Maybe that micromanaging boss is actually… you. We have to shift from correcting them to coaching them. Otherwise, they’ll stay in "safe mode" and keep bringing you every decision.

They’ve never been taught to think like an owner

Most managers are promoted from within and know how to run a shift, but they were never taught how to make business decisions. That’s your job—to train them to think critically, solve problems, and make choices that align with your vision.

The fix starts with one powerful change

Stop answering their questions. I mean it. The next time they walk in with a problem, ask them:

• “What do you think we should do?”
• “If I weren’t here, how would you handle this?”
• “What are your options?”

Better yet, teach them to never bring you a problem without at least three potential solutions. I promise—this alone can change everything.

Use your core values as a decision-making tool

Core values aren't just nice words on a wall. They guide decisions. One of my members, Dan Carr, started asking his managers, “What would you do based on our core values?”—and it worked. If your team knows your core values and your why, they can make decisions that align with your expectations, even when you're not there.

Define clear decision-making authority

I walk you through creating a three-tier system:

• Tier 1: Decisions managers can make on their own (like buying office supplies or handling standard guest complaints).
• Tier 2: Decisions that require checking in with you first (like equipment issues or employee performance discussions).
• Tier 3: Big-picture decisions that must go through you (like policy changes, major purchases, or terminations).

Defining these boundaries gives your managers clarity and confidence—and gets you out of the weeds.

Don’t forget your 'why'

Sharing your "why" with your managers, staff, customers, and vendors helps align everyone. It’s the north star for your business. When everyone is on the same page with your mission and values, they’re empowered to make the right decisions—without dragging you into every detail.

My challenge to you this week

Don’t answer your managers' questions. That’s right. Make them think, evaluate their options, and own their decisions. Trust me—if you stick with it, you’ll see a real shift in your team, your time, and your sanity.