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10 Signs Your New Manager Might Not Work Out (And How to Coach Them for Success)

Hiring a new manager is a big deal, and getting it wrong can create a lot of headaches for your restaurant. So, how do you know when things aren’t going to work out? Spotting the warning signs early can save you time, money, and stress. But before you throw in the towel, it’s important to remember that coaching might still turn things around.

Here are 10 signs that your new manager might not be the right fit and some ways to coach them back on track.

1. They’re Never Around When Needed

If your manager disappears during busy shifts or leaves the team to fend for themselves in tough moments, that’s a major red flag. Leadership means being present when the team needs guidance the most.

Coaching Tip: Help them understand the value of being available during key times. A training session on time management and prioritizing presence can go a long way.

2. They Struggle with Clear Communication

If your manager’s communication is unclear or ineffective, it can leave the staff feeling confused or frustrated. Poor communication leads to misunderstandings and operational hiccups.

Coaching Tip: Focus on improving their communication skills through role-playing exercises. Teach them how to clearly articulate expectations and give feedback in a constructive way.

3. They Avoid Making Decisions

A manager who freezes when it’s time to make a decision can slow down operations. Decision-making is part of the job, and not being able to act quickly can lead to missed opportunities and disorganized shifts.

Coaching Tip: Help them build confidence by starting with small decisions and gradually working up to bigger ones. Provide decision-making frameworks to make the process easier.

4. They Dodge Tough Conversations

Conflict is inevitable in a busy restaurant, and a manager who avoids difficult conversations can allow small issues to fester into big problems. If they shy away from addressing performance or behavior issues, it’s a sign they’re uncomfortable in their role.

Coaching Tip: Teach conflict resolution skills. Walk them through how to handle sensitive conversations professionally, showing them that constructive feedback can build a stronger team.

5. Their Mood is All Over the Place

If your manager has unpredictable mood swings—cheerful one day, angry the next—it can create a stressful work environment. Inconsistent behavior leaves employees on edge, unsure of how to approach them.

Coaching Tip: Discuss emotional intelligence and stress management strategies. Encourage them to be self-aware and provide tools for maintaining a balanced, calm approach, even on tough days.

6. They’re Not Taking Charge

If your new manager shies away from leading, it’s a problem. Managers need to take ownership and guide their team through challenges. When they don't step up, operations can start to fall apart.

Coaching Tip: Give them leadership tasks and see how they handle them. Offer feedback on their performance and encourage them to take more initiative in team meetings and on the floor.

7. They Don’t Follow Procedures

If your manager is skipping steps or ignoring important protocols, it’s time to step in. Procedures are in place for a reason, and bypassing them can lead to inconsistent service or worse, health and safety issues.

Coaching Tip: Reinforce the importance of following procedures through retraining. Sometimes a refresher on the “why” behind the rules can reignite their commitment to the process.

8. Turnover is Climbing

If staff turnover has increased since your new manager started, it’s worth investigating. A manager who creates a negative work environment will cause good employees to leave.

Coaching Tip: Conduct exit interviews to understand the root of the problem. Offer guidance on building a positive team culture and improving staff retention strategies.

9. They Don’t Take Responsibility

A manager who deflects blame and never takes accountability is a liability. If your manager is quick to point fingers but never owns up to their mistakes, it’s a clear sign of poor leadership.

Coaching Tip: Encourage a culture of accountability by leading by example. Help them see that admitting mistakes and fixing them is an essential part of leadership.

10. They’re Too Focused on the Clock

If your manager is more concerned with clocking out than making sure everything is done, they’re not showing the right commitment. A strong manager stays to support the team and ensure operations are running smoothly until the end.

Coaching Tip: Set clear expectations around the manager’s responsibilities, especially at the close of business. Remind them that leadership is about ensuring the team’s success, not just watching the clock.

How to Coach a Struggling Manager

If your new manager is showing signs of struggling, don’t jump to conclusions right away. Coaching can often bring them back on track. Here’s how:

1. Identify the Problem: First, figure out if it’s a lack of skills, experience, or confidence. It’s important to understand where the real disconnect is before deciding how to move forward.

2. Tailor Your Coaching: Not every manager needs the same approach. Focus your coaching on the areas where they’re weakest, whether that’s communication, leadership, or time management.

3. Give Regular Feedback: Don’t wait for formal reviews to provide feedback. Check in regularly and offer constructive insights on their progress. The more they know how they’re doing, the faster they can improve.

4. Recognize When It’s Not Working: Unfortunately, not every manager will succeed with coaching. If you’ve tried to address the issues and there’s no improvement, it might be time to reassess if they’re the right fit for your team.

Hiring the right manager is crucial to the success of your restaurant. While it can be challenging to see a new hire struggle, the right coaching can often turn things around. And if not, knowing when to part ways will save your team from unnecessary frustration and help you find someone who will lead effectively.

By keeping an eye out for these signs and using coaching as your first step, you’ll ensure that your team stays on track and continues to thrive under the right leadership.