Performance Review

A performance review is a structured discussion between an employee and their manager about work performance over a defined period. In a restaurant, it may cover job responsibilities, technical skills, food safety, teamwork, communication, reliability, productivity and development goals. A good review provides clear feedback and supports improvement rather than serving only as a rating exercise.

What a restaurant performance review may cover

• Role expectations: whether the employee understands and meets the responsibilities of their position.
• Technical skills: cooking, preparation, equipment use, service knowledge or other role-specific competencies.
• Food safety and compliance: hygiene, temperature control, allergen awareness and adherence to procedures.
• Teamwork and communication: collaboration, handovers, respect and response to feedback.
• Reliability and organization: attendance, punctuality, preparation, time management and task completion.
• Development: strengths, training needs, career interests and measurable goals for the next period.

How to conduct a useful review

Prepare using specific examples and documented expectations. Invite the employee to discuss their own experience, recognize achievements, address gaps fairly and agree on practical next steps. Goals should be clear, measurable and achievable, with a follow-up date. Keep records confidential and follow employment law and company policy.

Performance review versus disciplinary action

A performance review is a planned evaluation and development conversation. Disciplinary action addresses specific misconduct or policy violations through a separate process. The two should not be confused, although a review may identify concerns that require further action.

Chef’s tip: do not wait six months to give feedback. Regular coaching during service makes formal reviews more accurate and gives employees a fair opportunity to improve.