Restaurant Employee One-on-One Meeting Template

Why One-on-One Meetings Matter in Restaurants

One-on-one meetings help build stronger teams in busy restaurant environments. These meetings create a safe space for honest conversation between managers and staff. They help solve problems before they become bigger issues. Regular meetings also show employees that their voices matter.

Research shows that restaurants with regular staff meetings have lower turnover rates. They also provide better customer service. When employees feel heard and supported, they perform better at work.

Meeting Setup Information

Employee Details:

• Employee Name: ________________

• Position: ________________

• Department: ☐ Kitchen ☐ Front of House ☐ Bar ☐ Management

• Manager Name: ________________

• Date & Time: ________________

• Meeting Location: ________________

• Meeting Type: ☐ Weekly ☐ Bi-weekly ☐ Monthly ☐ Quarterly ☐ Annual Review

Section 1: Personal Check-In (5–10 minutes)

Purpose: Build trust and support your team member's well-being.

Start every meeting with these simple questions:

• "How are you feeling this week? Any stress at work or home?"

• "How is your family doing?"

• "Any exciting news you want to share?"

• "How can I support you better as your manager?"

• "Do you have any feedback about my management style?"

Manager Tips:

• Listen actively without interrupting

• Ask follow-up questions to show you care

• Take notes on important personal updates

• Remember details for future conversations

• Keep personal information confidential

Section 2: Job Performance Review (10–15 minutes)

Purpose: Discuss current performance, celebrate wins, and address concerns.

Key Discussion Points:

Strengths and Wins:

• "What part of your job makes you feel most confident?"

• "Tell me about a recent success you had with a customer."

• "What skills have you improved lately?"

Areas for Growth:

• "Are there any tasks that still feel challenging?"

• "What support do you need to do your job better?"

• "Have you received any customer feedback recently?"

Current Role Satisfaction:

• "Do you feel comfortable with your current duties?"

• "Is your work schedule working well for you?"

• "What shift do you enjoy most? What shift is hardest?"

• "Are you getting enough hours each week?"

Manager Documentation: Record specific examples of good performance and areas that need improvement. This helps with future reviews and promotions.

Section 3: Skills Development and Career Growth (10 minutes)

Purpose: Help employees grow their skills and advance their careers.

Training and Development:

• "What new skills would you like to learn?"

• "Are you interested in learning other positions?"

• "Would you like to try working in different areas of the restaurant?"

• "What additional training would help you succeed?"

Career Path Discussions:

• "Where do you see yourself in one year?"

• "Are you interested in leadership roles?"

• "What would help you feel more confident at work?"

• "Do you want to learn management skills?"

Popular Restaurant Skills to Develop:

• Advanced food safety certification

• Wine and beverage knowledge

• Customer service techniques

• Point-of-sale system training

• Inventory management

• Basic accounting and cash handling

• Conflict resolution skills

• Team leadership abilities

Section 4: Two-Way Feedback (5–10 minutes)

Purpose: Share honest feedback in both directions.

Manager to Employee Feedback:

Positive Recognition:

• Specific examples of great work

• Customer compliments received

• Improvements noticed over time

• Teamwork and collaboration examples

Constructive Feedback:

• Specific situations that need improvement

• Clear expectations for change

• Timeline for improvement

• Support offered to help succeed

Employee to Manager Feedback:

• "How can I improve as your manager?"

• "What changes would help our team work better?"

• "Do you have ideas to improve our restaurant operations?"

• "Is there anything about our workplace culture that concerns you?"

Section 5: Problem Solving and Innovation (5–10 minutes)

Purpose: Get employee input on improving restaurant operations.

Operational Improvements:

• "Have you noticed any processes that could work better?"

• "What recurring problems do you see in your daily work?"

• "Do you have ideas for improving customer service?"

• "What would make your job easier or more efficient?"

Team Dynamics:

• "How is communication within our team?"

• "Are there any conflicts or tensions I should know about?"

• "What would help our team work together better?"

• "Do you feel comfortable asking coworkers for help?"

Customer Experience:

• "What do customers complain about most often?"

• "What do customers love most about our restaurant?"

• "Do you have ideas for new menu items or specials?"

• "How can we improve our dining atmosphere?"

Section 6: Action Planning (5 minutes)

Purpose: Create clear next steps and accountability.

Create a simple action plan using this format:

Follow-Up Commitments:

• What will the employee work on before the next meeting?

• What support will the manager provide?

• When will you check in on progress?

• How will you measure success?

Section 7: Next Meeting Planning

Schedule Your Next Meeting:

• Date: ________________

• Time: ________________

• Location: ________________

• Format: ☐ In-person ☐ Phone ☐ Video call

• Special topics to cover: ________________

Best Practices for Restaurant Managers

Before the Meeting:

• Review the employee's recent performance

• Prepare specific examples of both positive and concerning behaviors

• Block out uninterrupted time

• Choose a quiet, private location

• Turn off your phone and avoid distractions

During the Meeting:

• Start on time and stay focused

• Listen more than you speak

• Ask open-ended questions

• Take notes on important points

• Stay positive and solution-focused

• Address problems directly but kindly

After the Meeting:

• Send a summary email within 24 hours

• Follow through on your commitments

• Check in on progress regularly

• Update employee records as needed

• Prepare for the next meeting

Common Restaurant-Specific Topics

Food Safety and Health:

• Temperature checking procedures

• Hand washing and sanitization

• Proper food storage methods

• Allergen awareness and handling

• Personal hygiene standards

Customer Service Excellence:

• Greeting and seating guests

• Menu knowledge and recommendations

• Handling customer complaints

• Upselling techniques

• Payment processing

Teamwork and Communication:

• Kitchen and server coordination

• Shift change procedures

• Emergency communication protocols

• Conflict resolution between team members

Financial Responsibility:

• Cash handling procedures

• Inventory management

• Waste reduction techniques

• Understanding food costs

• Sales goal achievement

Meeting Notes and Observations

Employee Strengths Observed:

Areas for Development:

Personal Updates to Remember:

Action Items Summary:

Manager Reflections:

Troubleshooting Common Meeting Challenges

When Employees Don't Talk Much:

• Ask more specific questions

• Share something personal about yourself first

• Give them time to think before answering

• Focus on topics they care about

When Meetings Feel Rushed:

• Schedule longer time blocks

• Prioritize the most important topics

• Consider more frequent, shorter meetings

• Eliminate distractions completely

When Feedback Is Difficult to Give:

• Use specific examples, not general statements

• Focus on behaviors, not personality

• Offer solutions along with problems

• Frame feedback as growth opportunities

When Employees Seem Disengaged:

• Ask directly what would make work more interesting

• Discuss their career goals and interests

• Consider if they're in the right role

• Look for ways to increase their responsibilities

Legal and Professional Considerations

Documentation Requirements:

• Keep written records of all meetings

• Document performance issues clearly

• Note any accommodations requested

• Record training provided and completed

Privacy and Confidentiality:

• Keep all meeting notes secure

• Don't share personal information with other staff

• Respect employee privacy rights

• Follow company policies on documentation

Equal Treatment:

• Offer the same meeting frequency to all employees

• Use consistent evaluation criteria

• Provide equal development opportunities

• Address any bias in your feedback

This template helps create productive conversations that benefit both employees and restaurant operations. Regular one-on-one meetings build stronger teams and improve overall restaurant performance.