Hey Bar Manager!
So, what makes a good Bar Manager, what qualities are sought out for bar managers. There are thousands of Bars in Toronto, and in the world. But what makes one Bar Manager excel more then the other? These are the qualities to go after!
The Desire to Learn and Grow
No matter how much experience you have, there‚Äôs always more to learn. But a manager who is unwilling to learn from new experiences will miss out on opportunities to become better ‚Äď and risk alienating their team and staff.
If you‚Äôre looking to transition into a bar manager role, than this is important to take in! There will be a lot to learn in the new role, and an attitude that welcomes new information along with a willingness to train and learn will be appreciated ‚Äď and help you become a stronger member of the team.
Ability to Coach
Great managers know how to use positive reinforcement and redirection instead of negativity and accusation. They might use the ‚Äúcompliment sandwich‚ÄĚ or be skilled at phrasing bad behavior as opportunities for improvement.
This is a very difficult industry to work in, and a manager who can gain and keep the respect of his/her team is key. This is an important step in building the respect of your team.
Lead by Example
‚ÄúDo as I say, not as I do‚ÄĚ is not a good management strategy. In fact, it‚Äôs a great way to alienate your team. Instead, be willing to do the work ‚Äď and don‚Äôt ask others to do what you are unwilling to do yourself.
Toilet backed up? Dishwasher goes down? Need to send someone to the store for more mint? Your co workers need to know that they can depend on you to have their back on the busiest shifts ‚Äď even if the task itself isn‚Äôt glamorous.
Willingness to Collaborate
The hardest part of being a manager is dealing with people ‚Äď but it‚Äôs also an opportunity to truly bring together your team and make great things happen for your bar. You‚Äôre likely going to be working with many different people with different personality types, goals and aspirations. Take the time to get to know your staff‚Äôs individual personal goals, and look for opportunities to help them develop.
Is the busser considering a career as a social media consultant? Maybe she can help with the bar‚Äôs Facebook page. Is the bartender looking to open his own bar someday? Consider giving him a glimpse of the financials so he can see how things work on paper.
Investing a bit of your time collaborating with your staff will show them you care about them as people, increase their buy-in, improve the guest experience, and might even let you delegate some of your own work!
At some point, you will need to make a hard decision that benefits one person over another. As a manager, it‚Äôs incredibly important that you are seen as unbiased and even-keeled. Distribute the shifts in a way that makes sense and accommodates people‚Äôs schedules and preferences. Navigate vacation requests equitably. Distribute the workload in a way that is justifiable. And be able to communicate your decision-making process as well.
The quickest way to kill a great culture is to start choosing ‚Äúsides‚ÄĚ. Whether you are setting the schedule, dealing with customer complaints or talking with vendors, if you can help create a ‚Äúwhole team‚ÄĚ mindset through demonstrating fairness, it will strengthen your team dynamic and pay off in spades.
Managing a bar or restaurant is all about managing people. Great managers set themselves apart by balancing their roles as leaders and servers ‚Äď creating a solid team that‚Äôs moving toward to one goal the art of customer service.