How do you manage a restaurant during a change in ownership or management?

Your greatest asset in every business is your employees. The initial week- 90 days. The relationship building of the new organization has to be prioritized. Once the staff is being treated as family. Then they will do whatever you want to get results for the new organization. After 60 days you should know which employees are buying in and supporting the organization. The other employees who complain or resist change will need to be replaced before the 90 days are up. This will eliminate any bad apples and encourage a new batch of workers that you personally will ensure are trained properly. The combined efforts of the old peak performers and new employees will make a great team.

Transparency, intentionality and accountability are they the only things that matter in an ownership change. Three of the last four restaurants I’ve worked changed owners and there was little to no communication. From the genesis of the sale to the finalization of new restaurant wide policies, the inability to communicate complicated the transition. To vendors, a change in ownership may not really matter unless there is a possible contract termination. The staff is first priority in an ownership change situation because they’ll be money affected by the change. Keep it clear and be able to answer any questions or concerns.

The plan! Develop a plan to keep what we need from existing property Seperate remaining to up use, recycle or dumpster. Measure existing space evaluate for location of operational necessities. Ie power, water, for efficient design. Have general contractors review feasibility adjust accordingly.

The implementation of the customer being of most importance has to be noticed. If overall service and the availability of quality products is enhanced. With the customer feedback being optimized. The existing customers will notice the overall difference and refer more customers to the new organization. This should be prioritized as # 2

Establish social media with a website. Dependent on location create the buzz. Utilize your resources of people to establish and role model behaviors necessary to work with us. Hire personality with skills. Rather than skills lite on personality. This will effect retention of new employees and kill the vibe. No buzz killer chefs, cooks, servers most important dish and staff.

Staffing is rhe issue. Pirate employees with pit interruption of their jobs. Utilize social media to create the ideal employee by position. Work it until you find the person for tomorrow's. Not this weekends fill in. Morale and positive work environments with flexibility to structure the operations beat tour staff. We're a cult. A cult you would want to be part of.