Elevate Your Team, Elevate Your Business: Expert Strategies for Managing Substance Use in Restaurants

Let’s talk about something that too often gets swept under the rug in hospitality: substance use. We know it’s there. We see it in our kitchens, behind our bars, and in our late-night staff hangouts. Yet, most restaurants don’t have a plan to address it—at least not one that actually supports their team instead of pushing them out the door.

Here’s the truth: ignoring substance use in restaurants doesn’t make it go away. But having real resources, proactive strategies, and a trusted person on staff can shift the entire culture. When people feel psychologically safe—when they know they won’t be judged, punished, or gossiped about—they’re far more likely to reach out for help before things spiral.

Need a game plan? If you're ready to create a workplace where your team feels supported—but you're unsure where to start—let’s talk. Book a free 20-minute strategy call and get actionable steps tailored to your team.

So, how do we embed support into restaurant culture in a way that’s professional, effective, and easy to implement? Here are some expert strategies you can start using today:

1?? Designate a Go-To Person

Every team needs someone they trust—someone who listens without judgment and can offer guidance when things get tough. This could be a manager, a senior staff member, or an outside coach embedded into your team. The key? They need training in psychological safety, active listening, and boundary setting. A "go-to" isn’t there to fix everything—they’re there to be the first point of contact, offer resources, and create a culture where asking for help is normalized.

2?? Shift Check-Ins with a Purpose

Start and end each shift with more than just the specials and side work. Use pre-shift meetings to remind your team that support is available. Use post-shift check-ins to notice who’s struggling. A simple, “Hey, how are we all doing tonight?” opens the door for real conversations.

3?? Make Resources Visible & Accessible

Having resources available isn’t enough—they need to be talked about. Create a resource list with helplines, crisis support, mental health services, and industry-specific programs. Post it in the staff room, but more importantly, talk about it during meetings, one-on-ones, and shift check-ins. The more you normalize these conversations, the more your team will trust that help is actually available.

4?? Lead with Support, Not Punishment

If a team member is struggling, what’s the protocol? If your only plan is termination, you’re missing a huge opportunity. Instead, create a path to support—one that acknowledges their value to the team and offers them options instead of ultimatums. A culture of trust and accountability always leads to better retention, morale, and overall performance.

5?? Invest in Training & Support

Your leadership team needs to know how to recognize the signs of struggle before a crisis hits. Training in emotional intelligence, trauma-informed leadership, and stress management should be as essential as learning how to run a busy service. When leadership understands how to hold space for these conversations, your entire team benefits.

Support starts at the top. Want to equip your leadership team with the skills to recognize and respond to team struggles before they escalate? Let’s chat about custom training that fits your restaurant’s unique needs. Send me an email [email protected], and let’s put a plan into place.

Bottom Line? Culture Drives Performance.

A restaurant that prioritizes psychological safety and proactive support isn’t just a better place to work—it’s a more successful business. Your team can’t perform at their best if they’re struggling in silence.

I’ve put together a ready-to-use resource list you can print, post in the staff room, and incorporate into your shift check-ins. Small actions create big shifts.

Comment RESOURCE below, and I’ll send it over.

Let’s make real support in restaurants the norm, not the exception,