Invest in Your Restaurant Team So They Invest in You

 Building a strong restaurant team isn’t about luck — it’s about being intentional, setting the right tone and leading by example. Hire the right people, train them well, hold them accountable, and recognize their efforts. When you invest in your team, they’ll invest in you and that’s when your restaurant will truly prosper. In this episode of “The Restaurant Prosperity Formula,” restaurant coach David Scott Peters explores a topic that many restaurant owners overlook but is essential for success: team building. This episode is all about creating a team that is engaged, productive and aligned with your restaurant's vision.

Why a strong team is non-negotiable

Your team is your restaurant. They’re the ones interacting with guests, preparing the food, and creating the experience that keeps people coming back. Without the right team, you’ll find yourself micromanaging everything or constantly dealing with crises—and that’s not sustainable. If you want a restaurant that runs smoothly, whether you’re there or not, team building isn’t optional—it’s essential.

Step 1: Define your core values

Core values are more than just words—they shape your culture and guide every decision your team makes. Without them, your staff will be left guessing about what matters.

For example, if “guest-first service” is one of your values, it should influence everything—from how your staff greets guests to how they handle complaints. But core values aren’t just for show. As the leader, you need to live those values every single day. If you say teamwork matters, but you bark orders when things go wrong, your words won’t carry weight.

Write down what matters most to you. Do you value honesty? Teamwork? Speed? Once you’ve identified your core values, communicate them clearly to your team—again and again. Use team meetings, training sessions, and everyday interactions to reinforce them. When your team knows the “why” behind your business, they’ll make better decisions on their own. 

Step 2: Hire for attitude, train for skill

A toxic employee, no matter how skilled, will sink your restaurant faster than anything else. I’ve seen it happen too many times—one person with a bad attitude drags down the whole team, leading to high turnover, low morale, and a toxic work environment. That’s why I always say: hire for attitude, train for skill. 

During interviews, ask questions that reveal who a candidate is, not just what they’ve done. Try questions like, “Tell me about a time you turned a negative guest experience into a positive one,” or, “What does teamwork mean to you?” Look for people with positive attitudes, a willingness to learn, and a drive to help others. Skills can always be taught—attitude can’t.

And once you’ve hired someone, don’t just toss them into the fire. A structured onboarding process with clear training steps sets the right expectations and gives them the tools they need to succeed from day one.

Step 3: Create systems for success

If you want your team to function like a well-oiled machine, you need systems. Think of your restaurant like a sports team—every player needs to know their position, their plays, and what’s expected of them. Your systems are those plays.

Document everything—how to open and close, how to prep dishes, and how to handle guest complaints. Systems take the guesswork out of daily operations and ensure things are done your way, every time. Use checklists, train your team on the procedures, and run regular audits to make sure the systems are being followed.

When your systems are dialed in, your team can operate independently—and that’s when the magic happens. You’ll finally be able to step back and focus on growing your business, not just running it.

Step 4: Training is a continuous process

Training isn’t a one-and-done event—it’s an ongoing process. It keeps your team sharp, helps them grow, and makes sure they stay aligned with your goals. Think of training as an investment in your people—the more you put into them, the more they’ll give back to your business.

Set up a regular training schedule, whether it’s weekly meetings, monthly workshops, or one-on-one coaching sessions. Cover everything from guest service and upselling to food safety and communication. Roleplaying can also be a great way to practice tough situations in a low-pressure environment.

And don’t forget to offer cross-training opportunities. When your servers learn how to bartend, or your cooks train to become sous chefs, you’re building a more flexible and motivated team. 

Step 5: Accountability makes it all work

Accountability is where the rubber meets the road. It’s about making sure every team member knows their responsibilities and holds themselves to a high standard. But accountability isn’t just about catching mistakes—it’s about fostering a culture where everyone takes ownership of their role. 

Set clear expectations from the start. Use tools like checklists, performance reviews, and regular feedback to keep everyone on track. When something goes wrong, address it immediately and constructively—don’t wait until the next review to bring it up. Correct issues now to help your team grow and avoid future problems.

At the same time, recognize and reward good performance. A simple thank you or a shoutout during a team meeting can go a long way. Create a structured recognition program tied to your core values. For example, if teamwork is a core value, give a monthly award to the team member who best embodies it.

Step 6: Lead with empathy and consistency

As a leader, your team is watching your every move. The way you lead sets the tone for the entire operation. Two traits will make you an exceptional leader: empathy and consistency.

Empathy means understanding your team’s challenges and showing them that you care—not just about their work, but about them as people. Consistency means setting clear expectations, following through on your promises, and holding everyone to the same standards—including yourself.

When you lead with empathy, your team feels supported. When you lead with consistency, they feel safe. Together, these traits create a positive culture where your team can thrive.

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