Hiring someone without showing them what success means in your restaurant is like handing them a map with no destination.

It's about more than policies and procedures; it's about showing new hires they're valued, equipping them for success, and connecting them to your business's purpose.

Imagine starting a new job and walking in on day one only to find confusion, a scattershot schedule, and zero preparation for your arrival. Not the best way to begin a professional journey, right? Unfortunately, this is the reality for many new hires in the restaurant industry.

The first impression matters not only to guests but also to employees. An engaging and well-structured onboarding process can be the difference between an employee staying for years and one quitting after a few weeks (or even days). That’s why I teach and train all owners and operators on how to create an Owner-Like Orientation—a mindset that treats every new hire like a long-term investment in the success of your business.

Here’s how to implement strategies to create a welcoming, engaging, and retention-focused onboarding process.

1. Show Them What Success Looks Like

Hiring someone without showing them what success means in your restaurant is like handing them a map with no destination. Instead of vague job descriptions, provide clear, tangible examples of what excellence looks like.

What to Do:

• Break down their role into actionable goals for the first 30, 60, and 90 days.
• Create a “Day in the Life” walkthrough to give them a vivid picture of their responsibilities.

Real-World Example:

At Viva Chicken, a fast-casual chain, job descriptions were restructured to emphasize career growth and company culture. The result? A higher quality of applicants and faster hiring cycles.

Employees who can visualize success are more motivated to achieve it, and this clarity helps new hires feel confident in their ability to contribute.

2. Build Buy-In from Your Team

Onboarding shouldn’t be a solo act. It takes a team to get an Oscar-like performance. Involving existing team members in the process shows new hires that collaboration is part of your culture. Plus, it allows current employees to take pride in shaping the workplace.

What to Do:

• Assign a trusted and well-trained mentor or buddy to guide the new hire through their first two weeks.
• Let team members take charge of certain onboarding elements, such as giving a tour or demonstrating workflows.

Humor Tip:

Just don’t pick the team’s resident “Grumpy Greg” as their mentor unless you’re aiming for a sitcom vibe straight out of the 2005 movie Waiting.

3. Roll Out the Red Carpet

Making someone feel valued starts long before they clock in for their first shift. Turning their first day into a celebration of sorts helps set the tone for their entire experience with your company.

What to Do:

• Personalize the job offer with a note explaining why they stood out during the interview.
• Create a welcome kit with branded items, a thank-you card, and tools they’ll need for success.

Real-World Inspiration:

My book Every Leader Needs Followers highlights how small gestures, like a handwritten note or thoughtful welcome package, can build an emotional connection early on. These “little extras” show employees they’re not just a cog in the machine—they’re part of something bigger.

4. Stay Connected Before Day One

The time between when someone accepts an offer and starts the job can be a black hole of silence—or a golden opportunity to build excitement. Keep the momentum going with thoughtful touchpoints.

What to Do:

• Send a welcome email with their schedule, dress code, and fun facts about the team.
• Share a video tour of the restaurant to familiarize them with the environment.

Quick Tip:

A small gesture, like mailing a team T-shirt, can go a long way toward creating a sense of belonging before day one.

5. Orientation Through the Guest’s Eyes

To truly engage new hires, let them experience the business the way your guests do. This approach highlights the importance of their role and creates an emotional connection to your mission.

What to Do:

• Start their orientation at the entrance, walking them through the restaurant as a guest would experience it.
• Use a “1-to-5-star” scale to demonstrate what excellence looks like at each step of the customer journey.

Case Study:

During their first week, Southwest Airlines immerses new hires in the company’s history and culture. This process ensures employees understand how their role contributes to the bigger picture. Applying this concept to your restaurant can yield similar results.

6. Lead with the Right Mindset

A successful orientation is about what you do and how you lead. Balancing managing, coaching, and inspiring is key to supporting new hires.

What to Do:

• Provide a clear agenda for their first week to manage expectations.
• Schedule regular check-ins during the onboarding period to answer questions and offer feedback.
• Share your company’s vision, and explain how their role contributes to achieving it.

Real-World Insight:

According to a Gallup study, employees who feel supported by their managers are 59 percent more likely to be engaged at work. By adopting a coaching mindset during orientation, leaders create a strong foundation for trust and motivation that carries into everyday operations.

The Takeaway

An Owner-Like Orientation transforms the mundane onboarding process into a meaningful, engaging experience. It’s about more than policies and procedures; it’s about showing new hires they’re valued, equipping them for success, and connecting them to your business’s purpose.

The result? A team that’s not just hired but inspired—and that’s worth every minute of effort.

Source: Jason E. Brooks, FSR