Restaurant Greeter Job Description

The first impression of the restaurant is very important. A positive first impression is a primary responsibility of the Greeter. It is especially important to greet every guest as soon as they arrive. The Restaurant Greeter Job Description will guide the employee to effectively and correctly perform their job.

Some people think the greeter is a simple job at the restaurant, but it is not. There is a lot of responsibility for every role. Keep in mind that every job is important. The Greeter needs to know all the table numbers and section layouts. It is also important for the greeter to understand the importance of rotating tables between different servers. Furthermore, the Greeter needs to be positive and friendly to guests.

They need to pay attention to the details in the lobby. It is their responsibility to make sure the area around the doors are clean and organized. Another important responsibility is to verify that the restrooms are clean and stocked. They need to pay attention to customer’s needs in seating. In addition, the restaurant Greeter needs to be aware of any special concerns in seating.

How to use the Restaurant Greeter Job Description Form

When in the final steps of hiring a Greeter, have the prospective employee read and sign the restaurant greeter job description form. If the candidate agrees to follow the restaurant greeter job description, then you can move to the next step. After you hire the employee then refer back to the signed restaurant greeter job description form.

If a greeter fails to follow your policies and procedures, then create an action plan to correct the person. If you terminate this person, then you have a paper trail and a signed acknowledgment of your policy. Proof on paper is always in your favor if the employee files for unemployment. Remember, the burden of proof falls on the restaurant to prove termination was justified.

Employee Evaluations

Evaluate your restaurant employees frequently. Use the employee performance review to stay on top of your employee’s performance at all times. Especially relevant, hold each employee accountable to meet your expectations. Keep a solid record of the employee’s performance. When completing forms, both the employee and a manager must sign the forms.

Using an Action Plan

If an employee needs to make improvements, create an action plan. Always write out an action plan and a timeline for those actions. Furthermore, if corrections are not made or violations of policy will disrupt your business, you may need to terminate the person. If an employee was fired due to theft, or drug/alcohol abuse, then you may need additional follow-up action. Be advised that drug or alcohol rehabilitation may be required as a condition of employment. Also, be aware of employee rights under The American Disability Act (ADA.)

Federal Guidelines Drug/Alcohol use in the workplace