I normally focus on showing how the new policy can benefit both our service and the team. I explain how the change will better our operations and enhance the guest experience, which is vital for our success. I highlight specific advantages, e.g.reducing stress during busy times, improving efficiency, etc. while gently reminding everyone that sometimes changes are necessary, even if they feel challenging. It is also important to remember that the HOD must be fully on board, as their involvement is crucial for cascading the message to the team. After we implement the policy, I check in regularly to see how things are going, encouraging ongoing improvement and reinforcing that we are all in this together, working towards our shared goals.

If all reasonable attempts to address resistance fail and a team member continues to undermine the policy or create a toxic environment, disciplinary action—including termination—may become necessary. How to Approach It Strategically: 1.Set Clear Expectations–Ensure everyone knows the policy is non-negotiable. 2.Issue Warnings–Document instances of non-compliance and give formal warnings. 3.Demonstrate Consistency–Apply consequences fairly to avoid favoritism. 4.Make an Example(Subtly)–If someone is fired,do it professionally,ensuring remaining staff understand the importance of teamwork and adaptability. 5. Rebuild Trust–After tough decisions, reinforce your commitment to the team and clarify that changes are for the restaurant’s success.

Ask questions and seek to understand the objections. Acknowledge the objection. Follow up and make sure they feel listened to. Work with our key team players and find a solution where they can be in support of the change. Circle back 2 weeks later and follow up. It looks simple, but most partners get the listen part wrong. They listen and then try and sell them on the idea. You need to just listen and take time to consider the ideas. Then you can follow up.

To manage resistance from your restaurant team against a new policy, consider these steps: 1. **Open Communication:** Clearly explain the reasons and benefits behind the new policy. 2. **Feedback:** Listen to their concerns and suggestions, and be willing to make adjustments if feasible. 3. **Involvement:** Involve the team in the decision-making process to increase their sense of ownership. 4. **Training:** Provide necessary training to help them understand and implement the policy effectively. 5. **Support:** Offer support and resources to make the transition smoother. By addressing their concerns and involving them in the process, you can foster a more cooperative and positive environment.

I’ve implemented my fair share of new policies, and resistance is always part of the process. Unruly rumors? Just another challenge to manage! Here’s what works for me: T.A.C.O. – Transparent, Anticipate, Communicate, Own * Transparent – Be clear on why the change is happening and how it benefits the team. Clarity reduces resistance. * Anticipate – Expect pushback and tackle concerns early. Stay ahead of rumors before they spiral. * Communicate – Engage the team, listen, and involve them in the process. People support what they help shape. * Own – Lead by example. When leadership commits, teams follow. Change isn’t easy, but a proactive approach makes all the difference!