When managers leave, it creates a domino effect that hits your bottom line. Find out how to stop the cycle before it starts.
Turnover is nothing new in the restaurant industry—but when it’s a manager walking out the door, the impact hits a whole lot harder. It throws off team dynamics, disrupts daily operations, and leaves everyone scrambling to cover the gaps.
And the cost? It adds up fast. The National Restaurant Association estimates it takes about $5,864 to replace just one restaurant employee. Factor in management roles, and the numbers get even steeper—turnover can cost restaurants around $150,000 a year per location. That’s time, money, and energy most operators just don’t have to spare.
The good news? Manager turnover isn’t just something you have to accept. With the right mix of support, clear communication, and long-term development strategies, it’s entirely possible to hold onto your top talent and build a team that grows with your business—not away from it.
Here are five ways to do just that.
Managers are often the first ones in and the last ones out. While long hours have always been part of the job, the pace today has become overwhelming. Unpredictable shifts, nonstop demands, and ongoing stress are leading to burnout—and burned-out managers don’t stick around.
Prioritizing work-life balance doesn’t mean letting performance slip. It means setting realistic expectations, staffing adequately so managers aren’t constantly covering the floor, and making sure time off is truly time off.
Technology can make a big difference here. With smart scheduling and forecasting tools, managers can plan better shifts and manage their time more effectively. When they have some balance, they’re far more likely to stay engaged and committed for the long haul.
One of the biggest reasons managers walk out the door? They stop seeing what’s next. When the job feels like a dead end, even your strongest leaders will start eyeing other opportunities.
That’s why growth has to be more than just talk. Lay out what advancement looks like—whether that’s stepping up to GM, managing multiple locations, or transitioning into specialized roles like training or operations. Then give them the tools, coaching, and support to actually get there.
When managers can picture a future with your brand—and know you’re in their corner—they’re way more likely to stick around and build something long-term.
Recognition goes a long way, but too often, it’s tied only to numbers like labor costs or sales targets. Sure, those are important—but they don’t tell the whole story.
What about the manager who keeps the team running smoothly during a rough shift? Or the one who builds a positive, steady culture behind the scenes? That kind of leadership deserves recognition, too.
And it doesn’t take much. A thoughtful shoutout in a team meeting, a thank-you from leadership, or a moment of public praise can make managers feel seen. When they know their efforts matter, they’re more likely to stay invested.
Even seasoned managers need ongoing training and support—it’s not a one-and-done deal. Too often, restaurants treat training like a box to check or skip it entirely, and that’s a big missed opportunity to keep managers sharp and engaged.
The best training programs are customizable—they adapt to what each manager needs and change as their role grows. When training fits their schedule and work style, it actually saves them time, freeing them up to focus on everything else they have to accomplish beyond just training new hires.
Giving managers solid resources and clear guidance helps them feel confident and supported. And when managers feel like the company is invested in their growth, they’re a whole lot more likely to stick around and grow with you.
Micromanaging is one of the quickest ways to lose a strong manager. On the other hand, giving them ownership and a real voice in the business builds trust and long-term commitment.
Let managers take the lead on things like scheduling, hiring, or vendor decisions. Better yet, bring them into bigger-picture conversations around strategy and goals. When their input is heard, they’re more invested in driving results.
At the end of the day, empowered managers don’t just lead better—they stay longer. Give them the tools, the trust, and the space to lead, and they’ll help move your business forward.
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Strong managers don’t just appear out of nowhere—they’re built over time with the right kind of support, real opportunities, and respect that feels genuine. When you create a place where managers feel empowered and can actually see a future for themselves, everything changes. Turnover slows down, the team’s energy gets better, and your whole restaurant runs smoother—from the kitchen to the dining room. Investing in your managers will help you set your whole operation up for long-term success—and that’s something every guest will notice.
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