Career and Succession Management for Food and Beverage
Named backups for the roles that cannot be vacant.
What this looks like in food and beverage
The parts of career and succession management that are specific to this sector, rather than general.
From Frontline to Outlet Manager
The route that keeps your best frontline staff.
What this coversHide
From Frontline to Outlet Manager
The route that keeps your best frontline staff.
What this coversHideFood and beverage has one of the clearest internal ladders in any sector and one of the least communicated. Frontline staff routinely do not know that outlet management is reachable from where they stand.
- Frontline or kitchen staff
- Senior staff
- Shift lead
- Assistant outlet manager
- Outlet manager
- Ladder communicated at joining, not discovered later
- Criteria for each step stated in observable terms
- Shift lead capability built before the role is given
- Kitchen and service routes mapped separately and across
- Outlet manager succession named for every outlet
- Multi-outlet and area management as the next horizon
Telling a new joiner on day one that the outlet manager started where they are standing is a retention intervention that costs nothing and is very rarely done.
The general method — what career and succession management covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the succession and leadership development page. What is above is the part that differs for food and beverage.
Other HR topics for food and beverage
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for food and beverage, or another industry.