Ready-to-Use QSR Crew Member Performance Review Template
Quick-service restaurant (QSR) staff performance reviews are an excellent opportunity for learning how your business is operating. However, it can be difficult to find time to not only give the reviews but also create a fair evaluation for you or managers to use so that each employee is evaluated on the same criteria.
We decided to make things easier by providing a QSR crew member performance review template you can use for your business. The goal is to address your needs as a QSR business without any unintentional biases.
Make sure to check out our other hourly staff performance review templates!
A template for a performance evaluation form for fast food staff
The most efficient, accurate, and impartial (which is crucial when you have multiple employees or multiple locations) performance assessment uses the number scale method. You can rate each statement on a scale of 1–5, with one being poor performance and five being excellent performance.
If needed, you or your managers can add a small blurb explaining their thoughts regarding the given score.
See our template below:
Food Service Crew Member Evaluation
Name of employee:
Position:
Date of review:
Name of reviewer:
Position:
1. The employee consistently shows up to their shift or communicates attendance issues ahead of time: #
Brief explanation:
2. The employee receives positive feedback from customers: #
Brief explanation:
3. The employee can handle difficult situations/customers: #
Brief explanation:
4. The employee understands what’s available on the menu: #
Brief explanation:
5. The employee works well with other staff members: #
Brief explanation:
6. The employee stays focused on their tasks during their shift: #
Brief explanation:
7. The employee is respectful to managers: #
Brief explanation:
8. The employee acts with honesty and integrity: #
Brief explanation:
9. The employee is familiar with and adheres to health and safety regulations: #
Brief explanation:
10. The employee knows and follows restaurant procedures: #
Brief explanation:
11. The employee is a team player: #
Brief explanation:
12. The employee demonstrates problem-solving skills: #
Brief explanation:
13. The employee records and gives accurate orders to customers: #
Brief explanation:
14. The employee works well at the front counter and the drive-thru window: #
Brief explanation:
15. The employee follows the dress code consistently: #
Brief explanation:
16. The employee responds to feedback appropriately and tries to better themself: #
Brief explanation:
Additional competency statements for employees with supervisory roles
The employee demonstrates fairness toward all coworkers: #
Brief explanation:
The employee accurately communicates expectations and feedback to staff: #
Brief explanation:
The employee ensures staff are following health and safety protocols at all times: #
Brief explanation:
The employee assists staff when needed: #
Brief explanation:
The employee takes appropriate and timely disciplinary/corrective action with employees: #
Brief explanation:
The employee balances customer and staff needs: #
Brief explanation:
The employee consistently shares schedules ahead of time: #
Brief explanation:
The employee listens to staff concerns seriously and acts appropriately: #
Brief explanation:
Employee’s signature:
Date:
Reviewer’s signature:
Date:
How to use this QSR crew member performance review template
A performance review has the potential to inspire an employee’s growth and development or significantly decrease their morale. Practicing these dos and don’ts will help you achieve the former result.
Do
Use a performance review as a way to gather information about employees: Let’s face it, you can’t be everywhere at once. Employee reviews are the best way to understand how your employees are doing and what potential gaps there might be in management, training, or even the amount of supplies given to each location.
Use a performance review as a way to remind employees of your expectations: Even the best employees can forget the standards of your business. A review is the perfect opportunity to remind them without making them feel singled out.
Talk positively about performance gaps: When discussing fast food crew member responsibility gaps, always speak of them as something that can be improved. You want to encourage change, not create a feeling of discouragement.
Assure employees they can get help improving their performance: If an employee is struggling with improving their performance, offer them assistance. This might take the form of extra training, manager assistance, or peer mentoring.
Reward employees for consistent good performance: Hard workers should always be acknowledged in order to keep their morale up. Find ways to vary your rewards, from verbal praise to gift cards to an extra-long break every now and then.
Compliment employees who have improved their performance: When an employee focuses and achieves a better performance, make sure to award them for their hard work. This will encourage other employees to work harder to improve their performance.
Answer questions the employee may have about their ratings: Employees may ask about an aspect of their performance rating. Don’t hesitate to answer these questions — assume they want to understand how to better their future performance.
Do Not
Use reviews as a way to punish employees: Never punish poor-performing employees, unless they have done something extremely dangerous or offensive. Going into reviews with a punishment mindset will alienate employees.
Focus only on what employees did wrong: If you only concentrate on the negative aspects of an employee’s performance, they are going to walk away feeling discouraged. They will most likely not take in the constructive criticism you gave them.
Share performance results with other employees: Performance reviews should remain private information. The only people you should be sharing the information with are the employee’s direct supervisors.
Hide why rating scores are chosen: Unless you feel the feedback would harm the employee, you shouldn’t hide any feedback from employees. How else will they improve their performance?
Try to do every employee’s evaluation in one day: You never want to rush through employee evaluations — especially if you have multiple locations. You want to give each employee the time and attention they deserve.
Allow personal feelings to affect the evaluation: Whether it’s your feelings or those of the employee’s direct supervisor, personal feelings should never be involved in the evaluation process.
Say everything the employee did wrong at once: If there are multiple performance gaps with an employee, pick the most important ones to address. If you list out multiple gaps, the employee will feel attacked and tune out the rest of the conversation.
Employee performance affects your entire business
Performance reviews should always be used as a tool to let employees know where they stand performance-wise and what they could improve on.
However, sometimes performance gaps aren’t due to the employee — instead, they have to do with business operations. For example, attendance could be a problem because the schedule is confusing or is never released with enough time for employees to prepare.
Luckily, if you need a hand with time, attendance, and scheduling operations, Deputy can help with that! We offer an all-in-one platform that helps with performance management, time tracking, and compliance.
