It’s a scenario every restaurant faces: a great server, bartender, or line cook has been with you for years. They know the menu inside and out. They handle the rush like a pro. They're reliable. So, when a management opening arises, the obvious choice is to promote them, right?

Not so fast.

Tenure and strong performance don’t automatically equal leadership readiness. But the ability to perform a job is not the same as the ability to lead a team.

And if we promote people who aren’t ready, the cost can be steep — decreased team morale, increased turnover, operational breakdowns, and even damage to your brand.

That’s why it’s crucial to stop thinking of promotions as a reward and start viewing them as the next phase of leadership development.

Here’s how to make that shift — and how to spot the everyday signs that someone’s ready for the next step.

Why Default Promotions Don’t Work

When you promote someone simply because they’ve “been around” or “earned it” through great technical performance, you’re setting both the individual and your team up for unnecessary challenges.

Without the right leadership skills, newly promoted managers may:

• Struggle to give feedback or hold others accountable.
• Avoid difficult conversations.
• Have a hard time transitioning from peer to leader.
• Focus on tasks instead of people and culture.

The results appear quickly: broken communication, low morale, unhappy guests, and higher turnover.

The good news? Leadership readiness isn’t a mystery. It shows up in the day-to-day — if you know what to look for.

The Leadership Litmus Test: 5 Everyday Signs Someone is Ready

If you want to promote future managers who will thrive, pay close attention to these behaviors:

1. They Own Mistakes — and Solutions

They don’t point fingers or make excuses. They take responsibility and focus on what can be done to fix problems.

2. They Handle Feedback Like a Leader

They accept coaching without defensiveness and are eager to learn, grow, and get better.

3. They Step Up Before Being Asked

They naturally look for opportunities to lead — calming a busy shift, mentoring a new hire, jumping in when the team is slammed.

4. They Build Others Up

They celebrate teammates' wins, coach patiently, and focus on lifting the whole team, not just themselves.

5. They Stay Calm in the Chaos

During a busy Saturday night, they remain composed, focused, and solution-driven.

If you see these five signs, you’re not just looking at a solid employee — you’re looking at a future leader

Growing Leaders Takes Intentional Work

Spotting leadership traits is only the first step. To truly grow your next generation of managers, you have to invest in them before the promotion happens:

• Start coaching leadership behaviors early, not just technical skills.
• Invite top performers to participate in leadership activities, such as pre-shift meetings, guest recovery, and mentoring.
• Set clear expectations for what leadership entails at your restaurant, extending beyond just shift coverage.
• Provide feedback not only on what they do, but also on how they do it (communication, presence, accountability).\Utilize leadership development tools such as workshops, peer mentoring, and targeted challenges.

Bottom line:

If you want better managers tomorrow, you must start developing them today.  Promotions should be earned, no assumed. Experience matters. Skill matters. But leadership readiness is what drives success for your team, your guest experience, and your bottom line. Take the time to develop managers who can truly lead — and you’ll build a stronger, more resilient business for the long haul.

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