How typically do you see people who are excellent at their job, get promoted and after that struggle? In my experience, rather a lot. The trouble is that the qualities, characteristics and abilities to being a good supervisor are a whole lot various to being the individual getting the job done.
It's going to be quite hard to be a great leader and have a smooth shift if you aren't communicating well. Interaction is important prior to, during and after each shift so that all supervisors are up to date on the incidents happening in the restaurant, and how to approach them must they arise throughout a shift.
It might not seem like it, but managing a property can be a time extensive job. Gathering the rent requires you to keep a record and make a journey to the bank. Upkeep needs you spend time building excellent relationships with specialists in the location, scheduling maintenance, doing follow ups to ensure the work is complete and paying the billings. Separately these things may not appear like much, however together they can gnaw a lot of valuable time you might be investing with family and friends. Rather of handling all of it yourself you might employ a property supervisor to take control of these responsibilities and regain the most important possession you have, time.
Yes, there is a thin line separating the one in charge and employee. However, if you are confident in your ability and are a "excellent" manager, you would like to see your workers grow, end up being more effective and lighten your load, right? Your job, as a supervisor, is to establish subordinates, improve their abilities and have them replace you, so that you can carry on.
The initial step to being a good manager is to identify that the role is different. First and primary, your task is to inspire others and get results through others. This implies making the finest possible usage of each and every resource at your disposal.
Follow up: It is essential that you regularly follow up with your individuals both as a group and individually. No excuses. You need to be providing group updates weekly. It doesn't have to be an elaborate meeting, fifteen minutes. Keep it easy, brief. For individuals with efficiency problems it requires to be ideal at the time of event, fair and documented. For everyone, that is everybody who works for you, you owe them a take a seat quarterly; quit grumbling about it, you have the time to let them know how they are doing.
So site buck the pattern, don't fall in line and perpetuate the design of the day. You can be damn sure it's not working to inspire your personnel either if it is not working to encourage you. So take charge of the situation. Create your life.