Manpower is usually your biggest controllable cost and your biggest quality lever. The goal is to build a stable team with clear expectations, fair scheduling, and simple systems.
Key takeaways
Hire for attitude; train for skill.
A structured first 90 days reduces early resignations.
Predictable rosters and clear standards reduce churn.
Track labour % weekly (not only monthly).
Hiring (channels + process)
Channels (start here)
Employee referrals
Walk-in / trial shifts (paid)
F&B job platforms
Government mid-career channels (when suitable)
Interview questions that reveal service mindset
Tell me about a time you handled a difficult customer.
What does “good service” mean to you?
How do you respond to feedback?
Trial shift (recommended)
A 2–3 hour paid trial lets you see:
punctuality and attitude
how they respond under pressure
teamwork and coachability
Onboarding (first 30/60/90 days)
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Minimum onboarding outcomes
Can execute core tasks independently
Knows service standards / kitchen standards
Understands hygiene basics and safety rules
Knows escalation rules (when to call manager)
Day 1
Welcome + tour
Role expectations + standards
Shadowing + simple tasks
First 30 days
Skills checklist completion
Weekly check-ins
Correct bad habits early
60–90 days
Confirm strengths + training gaps
Set 1–2 development goals
Decide confirm/extend probation (don’t drift)
Retention levers (what actually works)
Fair, predictable scheduling (publish 2 weeks ahead when possible)
Clear growth path (what skills lead to senior/lead roles)
Recognition that’s specific (not generic praise)
Managers who coach instead of scold
Good staff meals and basic welfare (breaks, hydration, rest)
Stay interview prompts (quarterly)
What makes a good day here?
What’s one thing that would make your job easier?
What would make you consider leaving?
Scheduling & labour cost basics
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Labour cost % = (total labour cost ÷ revenue) × 100
Track weekly so you can react fast.
Simple scheduling rule
Forecast sales and staff to a target “sales per labour hour” so you’re not guessing.
Compliance essentials (quick reminders)
Basics to keep tidy
Written contracts
Rest days and overtime rules (where applicable)
Itemised payslips
Work injury insurance
Checklists
Weekly manager routine
New hire checklist
Templates (free, export-ready)
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These are designed to export cleanly as a PDF worksheet.
Skills checklist (fill-in)
Role
Skill / standard
Target level
Signed off by
Date
Notes
Observed / Can do solo / Can train others
30/60/90 check-in notes (fill-in)
Staff name
Role
Check-in (30/60/90)
What’s going well
What’s unclear
Training needed
Next goal (1)
Owner
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Members get the full HR documents pack + retention and performance playbooks (with documentation system).
