How to Balance Data vs. Emotion for Smart Decision Making

A 3 min read.

At the beginning of my leadership journey in restaurants, I didn't rely on data for guiding major business decisions. Instead, I trusted my intuition, gut feelings, prior training and experience. While this approach allowed for quick decision-making, it often led to addressing symptoms rather than tackling root causes.

As my journey progressed into scaling restaurants, I became curious about the potential of data to inform and steer our team and business towards our organizational goals. I came to believe that successful decision-making in the hospitality industry requires a blend of data-driven insights and emotional intelligence.

As successful restaurant owners managing multiple locations, you're constantly faced with decisions that can impact your team and business. One of the key challenges is knowing when to rely on data-driven insights and when to trust your instincts and emotions.

If you are struggling to find time and energy to dive into your data or don’t know where to start, I can help.

Let's explore the benefits and setbacks of each approach.

Data-Driven Decisions:

Benefits:

1. Objective Insights: Data provides a clear picture of trends, customer preferences, and operational efficiencies without bias, helping you make informed decisions.

2. Risk Mitigation: Analyzing data helps identify potential risks and opportunities, allowing you to mitigate risks and capitalize on growth opportunities.

3. Improved Efficiency: Data-driven decisions streamline processes, optimize resources, and enhance overall efficiency in your restaurants.

Setbacks:

1. Lack of Context: Data alone may lack the context needed to understand the human element, such as employee morale, customer emotions, and cultural nuances.

2. Over Reliance on Numbers: Relying solely on data can lead to overlooking intangible factors that impact your team's motivation, creativity, and overall performance.

3. Delayed Responses: Analyzing extensive data sets may result in delayed responses, hindering agility in addressing immediate challenges and opportunities.

Emotion-Based Decisions:

Benefits:

1. Human Connection: Emotions drive meaningful connections with your team and customers, fostering loyalty, trust, and a positive work culture.

2. Quick Responses: Emotion-based decisions allow for swift responses to dynamic situations, nurturing adaptability and innovation within your organization.

3. Empathy and Understanding: Considering emotions promotes empathy, understanding individual needs, and addressing concerns effectively.

Setbacks:

1. Subjectivity: Emotions can cloud judgment and lead to subjective decisions that may not align with long-term business objectives.

2. Risk of Bias: Emotional biases, such as favoritism or attachment to ideas, can hinder impartial decision-making and lead to suboptimal outcomes.

3. Limited Predictability: Emotion-based decisions may lack the predictability and consistency of data-driven strategies, potentially impacting stability and growth.

Finding Balance:

The key lies in finding a balance between data-driven insights and emotional intelligence. Use data to inform your decisions, but also tap into emotional intelligence to understand the human aspect, foster meaningful connections, and drive innovation.

Remember, successful leadership involves leveraging both data and emotions strategically, creating a harmonious environment that supports your team's well-being and business growth.

P.S.

Whenever you are ready, here are 4 ways you can accelerate your leadership development:

1. If you are a restaurant owner looking to develop your leaders and scale your businesses without wasting time and energy so you can achieve work-life balance and make more money, let's connect. Email me at christinlmarvin@gmail.com or text me at 719-494-6074.

2. Tune into No Hesitations Restaurant Leadership Podcast, the show where restaurant leaders learn tools, tactics and habits from the world's greatest operators.Check out episode 24 : How Your People-Pleaser Leadership is Holding You Back from Being Successful and Happy in Hospitality.

3. Promote yourself to a network of national restaurant leaders by sponsoring this newsletter.

4. Each week, hospitality leaders learn valuable tools and resources to shift from simply surviving to thriving right here.

How to Transform Your Leadership in Just 3 Days

A 2 min read.

In the bustling world of restaurants, where every moment counts and challenges are part of the daily grind, finding time to invest in your team's growth can seem like a luxury.

However, what if I told you that hosting leadership workshops could be the game-changer your restaurant needs?

During my restaurant career, I worked with companies that valued leadership workshops as a way to develop their leaders and show them recognition. These workshops usually spanned over a course of 2-3 days and would rotate through each level of management.

We would start with a workshop for all our GMs and Chefs and then host a similar workshop for AGMs and Sous Chefs. The content would be consistent and teammates would walk away feeling inspired, more motivated, appreciated and part of the bigger picture. 

Here are four compelling reasons why leadership workshops can transform your team and drive success:

1. Building Camaraderie and Teamwork:

A workshop environment fosters collaboration and unity among your team members. Through interactive activities and discussions, individuals learn to appreciate each other's strengths, leading to a more cohesive and effective team.

2. Improving Communication:

Effective communication is the cornerstone of any successful restaurant operation. Workshops provide a platform for team members to enhance their communication skills, ensuring clear and concise interactions that benefit both staff and customers.

3. Strategy Sessions for Growth and Scaling:

As a successful restaurant owner managing multiple locations, you understand the importance of strategic planning. Workshops serve as dedicated sessions to brainstorm ideas, analyze market trends, and develop actionable strategies for business growth and expansion.

4. Rewarding Your Team:

Investing in your team's development is a rewarding experience for both you and your employees. Workshops not only equip your team with valuable skills but also demonstrate your commitment to their professional growth and well-being.

Moreover, the power of getting your restaurant leaders out of a noisy environment and into one that is distraction-free cannot be understated. In a focused setting, participants can fully engage with the workshop content, absorb new knowledge, and apply it effectively in their roles.

One of the additional benefits to pulling the leadership away from restaurants for a few days was challenging them to set their restaurant up for success so we could measure their restaurant’s performance while they were away and watch those junior managers step up to the challenge of running the show. It was a win-win for all!

Take the first step towards unlocking your team's full potential.

Contact me today at christinlmarvin@gmail.com to learn more about my leadership workshops and how they can benefit your restaurant.

Here's to building a stronger, more resilient team and propelling your restaurant to new heights of success!

P.S.

Whenever you are ready, here are 4 ways you can accelerate your leadership development:

1. If you are a restaurant owner looking to develop your leaders and scale your businesses without wasting time and energy so you can achieve work-life balance and make more money, let's connect. Email me at christinlmarvin@gmail.com or text me at 719-494-6074.

2. Tune into No Hesitations Restaurant Leadership Podcast, the show where restaurant leaders learn tools, tactics and habits from the world's greatest operators.Check out episode 24 : How Your People-Pleaser Leadership is Holding You Back from Being Successful and Happy in Hospitality.

(Rest assured, I won't attempt to sell you anything.)

3. Promote yourself to a network of national restaurant leaders by sponsoring this newsletter.

4. Each week, hospitality leaders learn valuable tools and resources to shift from simply surviving to thriving right here.

Subscribe to my newsletter to receive these helpful tips directly in your inbox.

Secrets To Onboarding New Employees for Increased Engagement in Restaurants

A 3 min read.

A Guide To Onboarding New Employees and Keeping Them Engaged in Your Restaurant to Save Time, Energy, and Money.

With warmer and longer days on the horizon, the hiring season has officially begun. 

If you’re like other food and beverage businesses, you’re gearing up for increased traffic by hiring new team members to help make this Spring and Summer smooth and lucrative.  

Luckily, with a record number of applicants on Poached, now is the perfect time to make a few great hires—but that won’t guarantee you’re entirely out of the weeds. 

Onboarding new employees and emphasizing increased engagement in the first few months of training is critical to improving retention rates. You must pay close attention to this process to ensure that great hires stay throughout the busy season.

Christin Marvin, Restaurant Catalyst and Coach, shared her insights on creating a solid onboarding process and what she’s seen work in other restaurants to increase engagement.

To partner together on creating an onboarding process for your restaurant, let’s connect.

Why is Onboarding Important to Increasing New Employee Engagement? 

Think back on a time when you started a new job. Your feelings were probably teetering between excitement and nervousness—will this be a great opportunity or a professional setback? 

The onboarding experience is a weighted first impression that confirms how the employee feels about accepting the role. 

“First impressions with new hires in a restaurant are undeniably crucial, especially in this day and age when competition is stronger than it’s ever been and applicants are inundated with job alerts on a daily basis,” Marvin said. “The initial experience sets the tone for an employee’s transition into the team and their ability to deliver an exceptional guest experience.”

Refining your onboarding process to be welcoming, professional, and supportive is essential to setting up the new hire for success and increasing the likelihood of giving the job their full attention (rather than putting that energy into looking for another job ASAP).

“Bringing a new employee into an environment with no orientation and no training schedule puts your company at risk and sets the employee up for failure,” Marvin shared. “Everyone wants to be confident in their abilities to do their job and build trust with the company they work for, and those things cannot happen if their initial experience with you is chaotic.” 

Investing the proper attention to your onboarding process gives each new hire a real chance at success and is critical to ensuring your methods effectively increase engagement.

Key Features of a Successful Onboarding Process

Of course, you're already familiar with the technical aspects of onboarding, like filing employment forms and gathering copies of food handler cards. Still, successful onboarding processes go beyond the technicalities and encourage new hires to integrate within the company culture. 

“Firstly, restaurant managers need to ensure that they are as thoughtful about the employee experience as they are about the guest experience, from the first impression to the last,” Marvin said. “By creating a formal plan for your restaurant’s onboarding process, you ensure that the experience is informative, efficient, interactive, and consistent, providing a solid framework for future success for employees.”

Setting the standard for onboarding through a documented procedure is essential to consistency. You and your managers need a process to refer to and expand upon to ensure your new hires are welcomed, trained, and supported.

“The most common mistake I see restaurant leaders make is not preparing for a new hire to join their team,” Marvin explained. 

So, as you review or create an onboarding process, consider these effective ways to increase new employee engagement.  

Lay the foundation with a welcoming process

As mentioned, first impressions are everything when engaging new hires—so a strong welcome within the first week goes a long way. 

Organize formal introductions with owners and others on the management team. During these sessions, each leader can welcome the new hire and share important information about the business's history, company values, mission and culture, and career opportunities. 

Marvin shared that a thoughtful welcome is integral in fostering an inclusive workplace ambiance and ensuring new hires feel seen as a valued asset to the company’s success. 

Encourage community

Consider a group orientation and training model if you’re onboarding a few new employees simultaneously. 

“One strategy that has worked well with the teams I’ve helped in the past is organizing group orientations to foster a sense of community among new employees,” Marvin said. 

While focusing on introducing new hires to existing team members and leaders is critical, creating camaraderie among new hires can be a great way to ensure a good team dynamic quickly and that those new hires can lean on each other as they learn and grow within the company. 

Incorporate mentorship with star employees

The benefits of identifying a few of your star employees as trainers are endless. 

First, you’re building a mentorship scenario that encourages team connection and ensures new hires are trained in a way you approve. Second, it validates existing team members as leaders within your company, enhancing job satisfaction and increasing retention rates overall.  

Be sure to include these employees in your onboarding plan so that they are trained and aware of their role as mentors. 

Don’t Hesitate To Leverage Technology

“Some establishments I’ve worked with have leveraged technology, incorporating mobile apps and training videos to enrich the onboarding experience, making it both captivating and easily accessible to new employees.” 

We’re seeing many new people enter the hospitality workforce. These folks don’t necessarily have the built-in culinary or service skills needed to provide exceptional service and identify opportunities to enhance it uniquely.

Tools like Rouxbie and Knowbie are fantastic, low-cost additions to your training plan. While you’re training for how things work in your business, these apps can ensure new hires learn foundational knowledge and offer career development opportunities to increase engagement.  

Participate in frequent check-ins

As always, scheduling 1:1 check-ins is a fantastic way to demonstrate your support for a new hire's success. 

“Regular check-ins by leaders and managers with new hires are crucial. Dedicate a few minutes each week to assess the new hire’s progress, acknowledge strengths, and identify areas for improvement,” Marvin said. “Recognizing that employees seek growth and development, and consistent communication about their strengths and weaknesses is key.” 

Investing time in monitoring a new hire's progress will also provide invaluable insight into what is working and what is not working in your onboarding process, allowing you to make adjustments as needed. 

Marvin expressed that an onboarding process incorporating “a blend of personalization, interactive experiences, technology integration, and mentorship forms a robust approach that enables managers and operators to effectively engage new hires, laying the groundwork for sustained success and retention.”  

If you’re looking for guidance on building or reviewing your process for onboarding new employees, don’t hesitate to email Christin Marvin directly at christinlmarvin@gmail.com. 

P.S.

Whenever you are ready, here are 4 ways you can accelerate your leadership development:

1. If you are a restaurant owner looking to develop your leaders and scale your businesses without wasting time and energy so you can achieve work-life balance and make more money, let's connect. Email me at christinlmarvin@gmail.com or text me at 719-494-6074.

2. Tune into No Hesitations Restaurant Leadership Podcast, the show where restaurant leaders learn tools, tactics and habits from the world's greatest operators.Check out episode 24 : How Your People-Pleaser Leadership is Holding You Back from Being Successful and Happy in Hospitality.

(Rest assured, I won't attempt to sell you anything.)

3. Promote yourself to a network of national restaurant leaders by sponsoring this newsletter.

4. Each week, hospitality leaders learn valuable tools and resources to shift from simply surviving to thriving right here.

Subscribe to my newsletter to receive these helpful tips directly in your inbox.

The Secret to Becoming a More Confident Leader: 5 Ways to Ditch Imposter Syndrome

A 3 min read.

In the fast-paced and demanding world of the restaurant business, leadership plays a crucial role in the success of an establishment. However, many aspiring restaurant leaders find themselves grappling with a formidable adversary: imposter syndrome. This psychological phenomenon, characterized by persistent self-doubt and a fear of being exposed as a fraud, can hinder personal and professional growth. 

In this article, I will delve into the origins and manifestations of imposter syndrome in the restaurant industry and explore five effective strategies to overcome it, ultimately painting a vivid picture of what confident leadership looks like without its shackles.

To banish imposter syndrome forever, let’s connect.

Understanding Imposter Syndrome

Imposter syndrome, first identified by psychologists Pauline Clance and Suzanne Imes in the 1970s, refers to an individual's inability to internalize their accomplishments and a persistent fear of being exposed as a fraud, despite evidence of their competence. It often stems from an underlying belief that success is attributed to luck rather than personal capability.

Imposter Syndrome in the Restaurant Business

In the dynamic and competitive world of restaurants, imposter syndrome can manifest in various ways, hindering the growth and effectiveness of leaders. 

Constantly comparing oneself to others, fear of failure, and difficulty accepting praise are common signs of imposter syndrome within the restaurant industry. 

Leaders may find themselves questioning their decisions, feeling undeserving of their positions, and struggling to assert their authority.

Overcoming Imposter Syndrome in Restaurant Leadership

1. Acknowledge and Normalize Feelings:

   The first step in overcoming imposter syndrome is acknowledging its presence. Understand that these feelings are common and affect even the most accomplished individuals. By normalizing these emotions, restaurant leaders can begin to separate their self-worth from their achievements.

2. Set Realistic Goals and Celebrate Achievements:

   Break down larger goals into smaller, achievable tasks, and celebrate each accomplishment. This practice helps shift the focus from perceived failures to tangible successes, boosting confidence and combating imposter syndrome.

Grab a copy of this guide by emailing me at christinlmarvin@gmail.com and put “imposter syndrome,” in the subject line.

3. Seek Mentorship and Support:

   Surround yourself with mentors and a supportive network within the restaurant industry. Discussing challenges and seeking guidance from experienced professionals can provide valuable insights, reassurance, and a sense of belonging.

4. Invest in Continuous Learning:  

Embrace a growth mindset by continuously seeking knowledge and refining your skills. Attend workshops, conferences, and training programs to stay updated on industry trends and best practices. The pursuit of knowledge fosters confidence and competence.

5. Practice Self-Compassion:

   Replace self-criticism with self-compassion. Treat yourself with the same kindness and understanding you would offer to a colleague facing challenges. Recognize that making mistakes is a natural part of the learning process and an opportunity for growth.

Leadership Without Imposter Syndrome

Picture a restaurant leader free from the constraints of imposter syndrome. Confident leaders inspire their teams, make decisive decisions, and exude a genuine passion for their work. They foster a positive and inclusive work environment, empowering employees to thrive. By embracing their capabilities and acknowledging their achievements, these leaders radiate authenticity, earning the trust and respect of both their team and customers. 

Ultimately, confident restaurant leaders cultivate a culture of success, where innovation and excellence become the norm. As imposter syndrome dissipates, true leadership flourishes, bringing out the best in individuals and elevating the entire restaurant experience.

P.S.

Whenever you are ready, here are 4 ways you can accelerate your leadership development:

1. If you are a restaurant owner looking to develop your leaders and scale your businesses without wasting time and energy so you can achieve work-life balance and make more money, let's connect. Email me at christinlmarvin@gmail.com or text me at 719-494-6074.

2. Tune into No Hesitations Restaurant Leadership Podcast, the show where restaurant leaders learn tools, tactics and habits from the world's greatest operators.Check out episode 24 : How Your People-Pleaser Leadership is Holding You Back from Being Successful and Happy in Hospitality.

(Rest assured, I won't attempt to sell you anything.)

3. Promote yourself to a network of national restaurant leaders by sponsoring this newsletter.

4. Each week, hospitality leaders learn valuable tools and resources to shift from simply surviving to thriving right here.

Subscribe to my newsletter to receive these helpful tips directly in your inbox.