The most important resource in a restaurant is people; they make all the difference and can set a restaurant apart from it's competition. Turnover is also a very costly reality in the hospitality industry, so having effective performance management practices in place is crucial to ensuring profitability and success.

In this course, learners will explore how to drive performance with their management team in order to effectively drive business results. We will review the link between a business plan and a manager’s performance plan with a focus on setting clear expectations for your team. 

1. Describe a healthy business and how to measure it through a balanced scorecard

2. List relevant metrics for each section of the scorecard and identify which roles have a direct impact in achieving that goal

3. Write sample goals for different management roles in your restaurant using the SMART method

4. Explain the performance management process and how it drives business results

A successful business leader needs to feel comfortable having continual and consistent conversations with their team regarding performance and development. These conversations should happen regularly throughout the year leading up to and including a formal performance review conversation. This course reviews both formal and informal coaching conversations to help foster team alignment and a culture of transparency in order to have a productive and developmental performance review.

1. Demonstrate an understanding between providing feedback vs coaching

2. Differentiate between the different types/styles of coaching conversations

3. Apply different conversation models to have meaningful and impactful coaching conversations frequently throughout the year

It can be argued that people management in the hospitality industry is tougher than ever, however each interaction with an employee provides an opportunity to engage, energize, and excite them to feel like part of the team. This course will focus on taking advantage of the simple opportunities that exist each and every day to make a positive impact so employees will continue coming to work, and working hard. The course will also focus on the employee journey and identify moments where a people manager will have the ability to make significant impacts on the engagement of employees.

1. Explain what engagement is and why it is important to have engaged teammates

2. List what can be done in each moment to make a positive difference on the employee experience to create a more engaged team

3. Describe what impact people leaders have on their employees’ engagement

4. Identify the moments in the employee experience that restaurants needs to focus on most

Leaders are tasked with driving the action of their team while ensuring exceptional results. But how do highly effective leaders specifically get results through others? This course will cover an array of topics surrounding action planning, introduce a process for delegation, and will focus on tactics to provide clear direction and accountability for a leader and their team.  

1. Design SMART goals to create the best plan for success

2. Identify an opportunity for delegation within your team

3. Understand & utilize support tools to create an actionable plan 

The 9 Block system is a widely used performance and potential matrix that is a helpful tool for succession planning and development. Recipe conducts 9 block reviews twice annually to plan development activities for the following year. This course provides an overview of the matrix, as well as case studies to allow learners to practice differentiating each block.

1. Describe the difference between the nine sections of the 9 block and their characteristics

2. Demonstrate understanding by applying learnings to practice scenarios

Everyone can be a great leader; inspiring others and helping them feel included and engaged. This course will focus on how to develop and refine the inclusive leadership skills known as the ”EACH” behaviors; Empowerment, Accountability, Courage, and Humility.

1. Recognize the difference between “Otherness” and “Uniqueness”, and how they apply to inclusive leadership

2. Describe the four pieces of the EACH framework

3. Evaluate individual development opportunities within the EACH framework to become a more inclusive leader

Diversity, equity and inclusion (DEI) are key components of culture, strategy, and social responsibility. This interactive, introductory course will help participants to understand the innovative potential of diversifying teams, improving equitable practices across multiple areas of engagement, and broadening perspectives on what an inclusive work environment can do to transform the experience of employees and their workplace.

1. Recognize the importance of micro-aggressions, equity vs. equality, and unconscious bias as demonstrated individually and in the workplace

2. Create an individualized equitable leadership strategy to apply to both personally and professionally

3. Recognize invisible barriers that impact people at work in order to gain empathy towards the impacted individuals

4. Learn the framework of "Three Pillars of Inclusion" to assess the current state of DEI in the workplace