How to create a restaurant employee evaluation form (+ free template)

We all know that hiring the right people is the best way to build a solid team. But that only takes you so far. The key to maintaining high standards is conducting regular performance reviews. 

That’s because evaluating employee performance helps you identify areas for growth, set expectations, and formally acknowledge and reward outstanding work.

But assessments can be challenging, especially when you don’t have a restaurant employee evaluation form or process in place. Giving constructive feedback and helping team members meet their goals aren’t the easiest tasks to master. 

In this article, we’ll provide you with a free template that’ll save you the time and effort it takes to develop one from scratch. We’ll also give you some expert tips on how to use it effectively and share great feedback, along with what to do after the review to keep the momentum going.

What is a restaurant employee evaluation form?

A restaurant employee evaluation form is a structured document owners or managers use to assess worker performance during a particular time period. 

Using one is essential if you want to make performance reviews effective and motivating for employees.

That’s because these forms give you a framework to evaluate different aspects of a person’s work — from hard skills like food preparation to soft skills like leadership and communication. They also include a standard set of criteria and grading scales to make sure you rate everyone objectively.

Think of an evaluation form as a compass. It guides your workers’ development journeys, tells you if they’re on the right track, and helps you course-correct them if they stray too far. 

Why should restaurant owners use employee evaluation forms?

Evaluation forms let you clearly identify areas where team members excel and need to improve. So, you know how to support your employees the entire time they’re with you — from the hiring and onboarding stage and beyond. 

This means you can build a top-notch team that makes managing a restaurant much easier. 

Employee evaluation forms can also help:

• Set clear performance expectations: By clearly defining the qualities of a good employee and communicating your standards, you ensure everyone’s on the same page. This clarity creates a more positive work environment and empowers workers to meet (and exceed) your expectations.
• Fuel growth and development: Evaluation forms let you give constructive feedback more easily and identify areas that need improvement. With these valuable insights, you can provide targeted coaching, training opportunities, and career development plans. Your team will grow faster than a rising Dutch Baby pancake, and they’ll thank you for it!
• Drive accountability: Establishing performance metrics and reviewing employee progress encourages staff to take ownership of their work. This makes building a responsible and motivated team much easier.
• Foster open communication: Evaluation forms prompt open and constructive conversations with employees about their goals. This builds trust, strengthens relationships, and creates motivated, skilled teams. 

Restaurant employee performance review example

Every restaurant and business is unique, but there are some criteria that every evaluation form should have. First, start by including basic restaurant, employee, and supervisor information like:

[Restaurant name]

Employee information:

Supervisor information:

Then, it’s time for your evaluation criteria. Just make sure to communicate what each point means so both managers and staff are on the same page and everyone gets rated fairly. Don’t forget to create a standardized grading system that’s based on letter grades (A-F), number scales (1-10), or descriptive words (poor-outstanding). 

Finally, dedicate some time in the review to go over your employee’s goals. More specifically, what they achieved since the last assessment and what they want to focus on in the next period. 

End the evaluation by signing the form. This shows that both you and the employee have gone through it together and agree on the next steps.

Employee signature:                                          Date:

Supervisor signature:                                         Date:

Restaurant employee evaluation form template

How to use a restaurant employee evaluation form

So, now that you have your form ready to go, let’s go over some tips to level up your performance reviews and help you give feedback more easily. 

1. Establish your performance review frequency

First, decide on a consistent assessment frequency that fits your restaurant’s needs. Keeping a predictable schedule means you and your workers will always know when the next review’s coming up, so there are no surprises. You’ll also be well-positioned to be proactive and address issues as they happen so you can prevent them from escalating. 

You might conduct assessments:

• Monthly 
• Quarterly 
• Bi-annually
• Annually
  

Just remember, the more frequent your evaluations are, the easier it is to build a culture of continuous growth. You can also share more informal feedback when team members do something well or if any issues arise.

Homebase’s employee messaging app makes it easy for coworkers to stay in touch and casually exchange feedback with one another. 

2. Schedule the review

Once you know how often you’ll evaluate team members, go ahead and schedule your first performance review! Give employees advance notice that assessment season is on the horizon so they feel prepared. This also gives them a chance to gather their thoughts and think about the goals they want to discuss and set with you.

If you have a team communication tool, use it to make a team-wide announcement. Homebase’s employee messaging app lets you share news with the entire team, managers, employees, or workers scheduled to work on a certain day. You can also require recipient acknowledgment, so you can be sure everyone has read your communications.

When it’s time to start reviewing, check out everyone’s work schedules and find a time either during quiet hours or before/after shift times so you can sit down with employees for their assessment. Just make sure they can track that time as hours worked. 

Pro tip: With Homebase, you have employee scheduling, time tracking, and messaging all in one place, so you never have to leave the app. This saves you time and makes the evaluation process more organized and seamless for everyone.

3. Ask employees to fill out self-evaluations

Once staff members know when their upcoming assessment is, give them the empty evaluation form and ask them to fill out the self-rating section. This will motivate them to reflect on their own performance and identify areas for personal growth. 

Self-evaluation is also an important exercise because by reading team members’ reflections, you might notice issues or achievements that might otherwise escape your attention. Employees have unique perspectives on their own performance, so they can provide valuable insights that can broaden your understanding of their experiences. Their self-evaluations may also reveal hidden challenges, innovative solutions, or personal achievements that could positively impact your restaurant’s operations.

Just make sure they give the completed form to you or their manager at least 24 hours before the review is due. That way, you’ll have time to read their thoughts, add your comments, and revise any relevant performance data so you can plan what to say in advance. 

4. Assess employee performance

Now it’s time to sit down together, pull out the staff member’s complete form, and start the assessment. Remember, a successful performance review is a conversation, not a one-sided affair. Employees sometimes have anxiety surrounding or fear performance evaluations because of bosses who simply list off flaws and weaknesses. 

But this approach doesn’t give workers the opportunity to express how the job is going for them and learn what they’re doing right. Mainly, the goal of a performance review is to identify areas for improvement and support team members in their professional growth. Because ultimately, happy and capable employees are key to running a successful small business.

So start the conversation with open-ended questions like “What’s gone well during the past month?” or “Which areas do you need support in next month?” Listen actively here, and don’t be afraid to be generous with praise. Letting people know where they’re shining keeps motivation levels high and boosts morale. 

When providing praise, use specific examples of what the staff member has done well. Check your manager logbook to find particular details or read about positive feedback colleagues have left for them.

5. Discuss opportunities for improvement and growth

When you’re giving constructive feedback, share actionable tips and steps team members can take to improve. Doing so shows you’re invested in their growth, which can do wonders for employee retention and motivation levels. 

For example, don’t just say: “You need to improve the way you interact with customers.” Instead, share specific suggestions like practicing active listening to understand customer needs better, attending customer service training workshops to enrich communication skills, or observing experienced servers to learn effective techniques for providing the best service.

Before holding your performance evaluation meeting, highlight that employee’s strengths and weaknesses with specific examples in your form. Homebase can help by documenting attendance, on-time arrivals, and overtime, so you’ve got concrete data to coach with. If a performance improvement plan is necessary, include some helpful information for your employee, like:

• Clear expectations
• Measurable goals
• The next review date
  

This might include reaching and maintaining a monthly sales target or turning a certain number of tables in an hour. This document also serves as a paper trail that can protect you legally should you need to terminate an employee due to unsatisfactory performance.

Always end the performance review by letting the staff member know they can come to you with concerns at any time. Open-door policies improve both motivation and performance.

What to do after the evaluation

A performance review shouldn’t be a one-and-done deal. To ensure continuous growth, you’ll need to take some additional steps. Let’s take a look at what those might look like.

1. Exchange feedback and follow up

After the evaluation, follow up with employees regularly to make sure everything is clear and everyone has what they need to keep improving. Start by encouraging a two-way feedback exchange between managers and team members. This gives employees the opportunity to share their thoughts, concerns, and suggestions about their evaluation and performance. 

You can use the Homebase communication app to ask for quick feedback and do temperature checks. For example, send out questions like “How did you find the review process? Is there anything specific you think could be improved for next time?” or “What did you think about the format of the evaluation? Do you have any suggestions on how we can make it more meaningful and effective for everyone?”

Finally, schedule follow-up sessions and 1:1s to discuss progress, set new goals, and provide guidance. Homebase’s scheduling feature makes it simple to check when employees might be free to sit down with you for a quick chat.

2. Recognize team members

Recognizing employees is an important part of creating a positive and motivating work environment. Encouraging a culture of appreciation also engages staff and helps you keep your best people. 

As a restaurant manager, you can proactively seek input from team members by asking questions like: “Have you noticed any exceptional contributions or standout performances from your coworkers?” or “Is there anyone specific you believe deserves recognition for their hard work or achievements?”

By proactively collecting feedback, you empower employees to highlight their peers’ accomplishments. This not only celebrates individual successes but also strengthens teamwork and camaraderie, ultimately contributing to a more motivated and cohesive team.

With Homebase’s staff happiness app, colleagues can easily give each other shout outs for a job well done. Homebase also automatically tracks employee performance, like on-time arrivals, so you can see how your people are doing and congratulate them for their great performance.

Build stronger teams with Homebase as your partner

Regular employee assessments keep staff motivated, helping them develop professionally and give the best possible service to your customers. But sharing constructive feedback and holding consistent reviews can be hard without a system in place.

That’s why, in this piece, we gave you an example of a restaurant employee evaluation form and a free downloadable template you can access and adapt for your business. This form will give you the framework you need to keep your team members engaged and help them reach their goals. 

With a platform like Homebase, you can easily build up that structure and make giving feedback an integral part of your restaurant culture. Homebase’s team communication tool, scheduling feature, and handy mobile app help you keep in touch with team members before and after reviews. 

Its employee happiness function lets your staff shout each other out and share feedback with you quickly and easily. Finally, Homebase also automatically tracks employee performance so you always have concrete worker data to rely on during reviews. All of this helps you create an environment where staff feel supported and ready to shoot for their highest potential.