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Many UK restaurateurs notice a reduction in footfall after the New Year, as post-holiday budgets are tighter and consumers are less inclined to indulge in multiple restaurant meals. It’s a natural dip in demand – but that doesn’t mean you have to take it lying down.
The aim here is to remain proactive. It’s the perfect opportunity to review your rosters and plan for a quieter spell. Failing to adapt will mean unnecessary labour costs, lower staff morale, and the possibility of decreased customer satisfaction.
When it comes to scheduling your team effectively in January (and beyond), the single most vital step is to determine your restaurant’s actual requirements. Overstaffing might cause you to haemorrhage profits, but understaffing means you cannot deliver the service your customers expect.
Ask yourself these questions:
Gather as much data as possible from your POS or digital ordering devices. If you have a smaller operation, set aside time to chat with your staff about which shifts truly require more hands-on-deck. Your employees hold a wealth of insights that excel sheets can’t always capture.
Data-fuelled insights can help you schedule smarter. Digital workforce management solutions let you forecast footfall based on past patterns. These tools can gauge exactly how many servers, bartenders, or kitchen staff you might need on a given day.
If you’re eager to explore reliable workforce management options or learn more about effective staff planning, the CIPD’s guidelines on workforce planning can be a good starting point. Although such software can’t solve every issue, it does streamline your approach, reduce guesswork, and free you from endless hours spent fiddling with schedules on a spreadsheet.
Once the merriment fades, staff might feel low energy or even uncertain about their future availability with you. This period can be a true test of employee loyalty. But, with the right strategy, it can also be an opportunity to strengthen your relationship with the team.
Staff that feel secure, respected, and heard are more inclined to stay for the long haul. Consistency in staffing also means you have better trained employees for the next wave of sports fans, Valentine’s diners, or half-term families.
If your restaurant experiences a noticeable slump, one strategic move is to review your menu. Cutting down on the number of dishes you offer can significantly simplify the cooking process, reduce ingredient waste, and even help you reorganise staff responsibilities.
Be sure to communicate clearly with your servers about any menu changes. They need to be fully briefed on new offerings and up-to-date on what’s no longer available. This, in turn, ensures they can confidently guide the customers, translate specials with flair, and recommend the perfect pairing.
A quieter post-festive period is a golden opportunity to integrate or refine digital solutions. Enhanced payment options, for instance, can increase table turnover and reduce the burden on your front-of-house staff.
That’s where sunday’s QR-based payment system may prove valuable. Instead of staff juggling card payment terminals or scurrying around with heavy bill folders, guests can simply scan a QR code on the table, pay at their leisure, and even add a tip right from their phone. Less hassle, more time for staff to focus on the finer points of hospitality.
Moreover, a frictionless payment journey often translates into greater customer satisfaction and loyalty. Some integrated solutions even prompt guests to leave a small Google review during the checkout process, making it easier to gather valuable social proof for your restaurant.
When you’re re-evaluating your staffing schedules, solutions that free up staff time can make an enormous difference in day-to-day operations.
During the busier holiday stretch, managers typically put professional development on hold. Now is when you can re-ignite that passion for learning within your team.
Not only does this improve your service offerings, but it also sends a clear message to staff: you’re investing in their growth. Morale and loyalty often grow in tandem with skill development.
One major obstacle to profitable staff scheduling is balancing labour costs against unpredictable demand. Walking the line between too many staff and too few can feel like a dreaded high-wire act.
Here are a few simple checks to manage labour costs effectively:
Encourage managers and shift supervisors to give feedback on how your scheduling plan is working in practical terms. The best approach is dynamic – never set your roster on autopilot.
A sparser dining room might tempt you to lower the personal touch, but this calmer environment actually offers you greater chances to go all-out on hospitality. If a server has fewer tables, they can spend more time chatting with customers, curating menu recommendations, and ensuring each patron feels special.
With fewer crowds, guests who do venture out might be craving a cosy, personalised experience. Meeting these expectations can keep your reservation book active, even in the slower period.
Just because January seems sleepy doesn’t mean you can’t prepare out-of-the-box ideas for the next big occasion. From Valentine’s Day to spring bank holidays, you know that traffic will rebound, and your staff scheduling should be ready to pivot.
Harnessing the quieter moments for planning can reduce unwanted stress during busier weeks. Being organised and communicative with staff ensures a smoother transition when the tills start ringing with renewed vigour.
Flexibility isn’t only about re-adjusting rosters. It’s an ethos that can permeate the workplace. This is particularly helpful in uncertain times, such as fluctuating customer habits or emerging cost-of-living concerns.
When your business and your employees are open-minded about hours, responsibilities, and even location (e.g., if you operate multiple sites), you become more agile. Tight scheduling windows transform into an opportunity for staff to pick up shifts in different departments, discover new skill sets, and help where they’re most needed.
Here are some ways to cultivate that culture:
This doesn’t mean scrapping structure altogether; simply ensure your plan retains enough elasticity to respond to the unexpected.
It can be tempting during quieter weeks to reduce staffing to a bare minimum. But borderline skeleton crews risk burning out your employees and disappointing any guests who venture in, eventually harming your reputation.
Instead of cutting corners, adopt cost-saving measures that do not undermine the guest experience:
Over time, small increments of efficiency add up. Your employees remain motivated, and your customers see no dip in quality or warmth.
Sometimes, an alternative fix for a slow period is to stir up interest with special offers, events, or collaborations. While staff scheduling might be your core focus, generating new revenue streams shouldn’t be overlooked.
Consider these ideas:
A more creative approach to your offering in January can both maintain staff morale and entice customers out of hibernation, thus balancing your labour needs.
High-season demands can still linger in the minds (and bodies) of staff well into the New Year. Recognise that some may still be dealing with fatigue. By actively monitoring morale and mental well-being, you preserve a supportive environment that ensures your workforce remains stable and enthusiastic.
A healthy work culture is the bedrock of any successful restaurant. When employees know their well-being matters, they reflect that positivity onto guests.
With fewer diners, it’s easier to focus on generating high-quality service experiences that lead to glowing reviews. Positive feedback on platforms like Google not only helps drum up business throughout the year, but also heightens your restaurant’s credibility.
Providing a quick link to review your establishment can be a game-changer. QR-based payment solutions can prompt diners to leave a rating or comment as soon as they’ve paid – minimising the friction of remembering to do it later.
Building up your online reputation is never an overnight task, but the post-festive window offers time to embed these processes without the chaos of peak crowds.
As the gap closes between the festive rush and upcoming celebrations, don’t let the lull deceive you into forgetting that new peaks can appear. Keep paying attention to advanced bookings, local events, and any national campaigns encouraging dining out.
This forward-thinking approach will help you:
Ultimately, this cyclical approach to workforce planning ensures every phase – from quiet to bustling – is handled with intention.
For restaurant owners in the UK, the new year may bring a sense of relief mixed with unease about how to keep staff occupied and engaged. By combining data, dialogue, and digital tools, you craft schedules that satisfy both your bottom line and your employees’ well-being.
Rather than viewing the slower weeks as a nuisance, use them to train staff, refine your menu, and strengthen relationships with your customers. Adaptability is your greatest ally, and a thoughtful strategy can turn a vacant dining room into a wellspring of opportunity.
Gradually scale your rota based on real-time sales data rather than making immediate blanket cuts. Communicate transparently with staff about projected business levels and highlight opportunities for cross-training or flexible shifts to distribute hours more evenly.
You can still create a more data-led approach by reviewing your historic sales reports or point-of-sale figures. Pair that data with your managers’ insights, then build your schedule in a shared spreadsheet. The key is consistency and regular reviews of any changes in customer flow.
Embrace a hybrid approach: let guests settle the bill instantly via a QR code while still arranging at-table interactions. Show genuine care and culinary knowledge throughout the visit, so diners experience a human touch alongside the convenience of quick payments.
The festive rush can be demanding physically and mentally. Staff morale may dip from fatigue or uncertainty about post-holiday hours. When you nurture an engaged, supportive work environment, employees feel appreciated and are more likely to remain motivated during slower times.
It can be beneficial to simplify your menu, focusing on popular or profitable items. This helps control costs, streamline the kitchen’s workflow, and minimise waste. Ensure your staff are trained on the revised selection so they can still deliver confident recommendations.
Maintain a degree of flexibility within your roster. Keep an on-call list of staff members who have expressed willingness to take additional shifts. Having a plan in place for unexpected crowds prevents chaos and upholds high-quality service.
