F&B Staff Performance Review Form

Please remove this form template insights section before publishing.

Insights into the F&B Staff Performance Review Form Template

1. The "Dual-Perspective" Framework

An effective F&B template should allow for a comparison between how the staff member perceives their performance versus how the manager sees it.

• Template Insight: Include a "Self-Rating" column alongside the "Manager Rating." Discrepancies here often reveal communication gaps or a lack of clarity in job expectations.

2. Quantitative vs. Qualitative Metrics

F&B is unique because it combines hard data (sales, table turnover, wastage) with soft skills (ambience, warmth, guest rapport).

• The "Technical" Pillar: Focuses on the physical output. Did they follow the recipe? Was the table cleared in under 3 minutes? Is the station clean?
• The "Hospitality" Pillar: Focuses on the emotional impact. Did the guest feel welcomed? Was the conflict handled with grace?

3. The Sequence of Service Checkpoint

Standard performance reviews often fail because they are too generic. A specialized F&B form should follow the flow of a real shift.

• Pre-Shift: Readiness, grooming, and punctuality.
• During-Shift: Technical skill, speed, and upselling.
• Post-Shift: Side-duties, cleaning, and teamwork.

This structure helps a manager pinpoint exactly where in a shift a staff member is struggling.

4. Performance Distribution

When building the rating scale (1–5), your template should encourage "Evidence-Based Rating."

• Insight: Provide a small text box under every numerical score. A score without an example is just an opinion; a score with an example is a coaching moment. This ensures the feedback is objective and grounded in actual events on the floor.

Please remove this mandatory questions recommendation before publishing.

Mandatory Questions & Why They Matter

1. Product Knowledge & Allergen Awareness

• Why it’s mandatory: This is a safety and liability issue, not just a service one.
• Elaboration: In F&B, ignorance can be fatal. An employee must be able to confidently identify ingredients to prevent allergic reactions. From a commercial standpoint, they cannot sell what they do not understand. If a staff member cannot explain a dish, the guest experience stalls, and the average transaction value drops.

2. Efficiency & Pace (The "Rush" Factor)

• Why it’s mandatory: F&B is a perishable-time business.
• Elaboration: A restaurant or bar has a limited number of "peak hours" to make a profit. An employee who is excellent only when the room is empty is a liability during a rush. You must measure how their performance holds up under pressure to determine labor scheduling. This question identifies who your "section leaders" are and who still needs a "buddy" during busy shifts.

3. Cleanliness & Safety Compliance (HACCP/Hygiene)

• Why it’s mandatory: This is the foundation of your license to operate.
• Elaboration: Technical brilliance is irrelevant if the employee neglects handwashing, cross-contamination protocols, or workstation sanitation. Including this as a mandatory metric ensures that "side-duties" and cleaning are viewed as core job functions rather than optional extras. It creates a paper trail proving that the business prioritizes and monitors food safety.

4. Future Goals & Areas for Development

• Why it’s mandatory: This is your primary tool for staff retention.
• Elaboration: The F&B industry is notorious for high turnover. The main reason staff leave is because they feel they have reached a plateau. By making "Future Goals" mandatory, you force a conversation about the employee's future. It shifts the dynamic from "What did you do wrong?" to "Where are we going together?" This section turns a manager into a mentor, which significantly increases employee loyalty.