We help operators create clearer shifts, better routines and teams that stay.
HOW WE WORK
We keep the process simple and outcome-focused. Below is how a typical engagement runs, from agreeing what “done” looks like through to a clean handover with trained people and usable tools.
Agree outcomes
We start by agreeing exactly what success looks like, in plain language, and who’s responsible for what. This avoids “surprises” and keeps the work grounded in real needs.
Understand the operation
We spend time where the work happens, on shifts, with teams and with customers, and pair that first-hand view with the numbers that matter to create a reality check.
Pilot and embed
We run short, focused pilots, measure the results and coach managers to embed what works and make successful changes stick. testing hypotheses without disrupting service.
Handover with capability
We document what works, hand over playbooks and dashboards, and confirm managers can run and improve the system on their own. The aim is capability, not dependency.
Structure and decisions that reduce friction on shift.
We help operators get the basics right: clear roles, simple decision rules and predictable service under pressure. Our work focuses on the points where operations and leadership meet, helping GMs and senior staff make steadier, faster choices when the floor is full.
Typical work
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GM and leadership structure: clarify responsibilities and escalation lines
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Shift pressure mapping: identify exactly when and why service breaks down
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SOPs that get used: simple, practical procedures for common failure points
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Rota and labour planning: sensible staffing templates tied to covers and demand
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Operational coaching for leaders: short, focused sessions that change behaviour
Calmer shifts, fewer escalations and leaders who make the right call without second-guessing.
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Training and onboarding that works in service, not in slides.
We design learning and onboarding that fits the pace of hospitality. That means short, practical learning bites, manager-led coaching, and onboarding steps that stop people leaving in the first 90 days.
Typical work
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Onboarding redesign (first 30–90 days) with clear manager actions
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Manager capability programmes (coaching, feedback and small-group practice)
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Train-the-trainer systems so learning scales without outside trainers forever
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Micro-learning and checklists for day-to-day skills (service scripts, safety, upsell)
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Simple measurement: how to track 90-day retention, speed-to-competence and training ROI
People who are competent faster, feel supported, and stay longer.
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Drinks and service that lift revenue and reputation.
From the back-bar workflow to the narrative a server tells a guest, we help venues turn drinks into consistent profit and personality. This includes concept clarity, practical bar training and focused wine coaching that’s built for service.
Typical work
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Drinks concept and menu development tied to labour and margin realities
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Bar layout and workflow improvements to reduce waste and speed service
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Practical bar training for consistency (recipes, do-best checks, service routines)
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FOH wine confidence training via Northern Wine School (short modules for service)
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Launch and activation support for new drinks lines, with staff coaching and supplier alignment
A drinks offer your team can deliver every shift, and guests will notice (and pay for) the difference.
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Short, focused modules for new and busy managers — coaching, practical feedback, and simple tools (1:1 coaching, run-rate checklists, and short peer practice sessions). Aim: managers who make better calls under pressure.
For venues that scaled fast and lost the basics. We map the pressure points, simplify SOPs, fix rotas and remove friction so shifts stop relying on heroics and start running predictably.
Practical menu work tied to labour and margin. We do the concept, recipe consistency, supplier alignment and on-shift coaching so the team can deliver the offer every service.
A short programme for senior leaders: decision frameworks, escalation rules, and how to coach managers to do the same. Delivered as workshops + follow-up coaching.
Rebuild the first 30–90 days so people learn fast and stay longer: role primers, 1-week & 30-day manager checklists, and simple pass/fail readiness checks.
Short, focused modules for new and busy managers — coaching, practical feedback, and simple tools (1:1 coaching, run-rate checklists, and short peer practice sessions). Aim: managers who make better calls under pressure.
For venues that scaled fast and lost the basics. We map the pressure points, simplify SOPs, fix rotas and remove friction so shifts stop relying on heroics and start running predictably.
Practical menu work tied to labour and margin. We do the concept, recipe consistency, supplier alignment and on-shift coaching so the team can deliver the offer every service.
A short programme for senior leaders: decision frameworks, escalation rules, and how to coach managers to do the same. Delivered as workshops + follow-up coaching.
Rebuild the first 30–90 days so people learn fast and stay longer: role primers, 1-week & 30-day manager checklists, and simple pass/fail readiness checks.
INDICATIVE PRICING
Final price always depends on scope, we’ll tell you what’s sensible and why. Typical ranges shown give you a practical starting point.
£1,500 - £3,000 | 1 - 2 weeks
Site visits, shadow shifts, staff conversations and data review. You’ll receive a one-page diagnostic outlining 3–5 priorities, quick wins, and recommended next steps.
£3,000–£7,500 | 3–6 weeks
Designing and testing practical solutions to specific operational or people challenges.
Typically includes pilot design, playbooks, manager guidance and implementation support.
£5,000 - £15,000 | 5–12 weeks
Hands-on support to roll out changes across sites.
Focused on adoption, manager confidence and consistency — not just delivery.
£750 - £1200 per day
(or monthly retainers by agreement)
Ongoing advisory support for founders and leadership teams. Used for check-ins, coaching, decision support and keeping programmes on track.
CONNECTED TO OUR TOOLS
Use fit-led hiring and role profiles to recruit people who suit the job and the culture we’ve designed.
Turn improved onboarding and coaching into ongoing engagement: recognition, micro-rewards and local leaderboards.
WHY is proud to partner with John Callow, offering practical, short wine modules for FOH so teams sell with confidence
READY TO TALK?
If things feel messy, noisy or heavier than they should — let’s have a short, no-pressure chat.
What we’ll do in 15 minutes
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Hear the one thing that’s most annoying you right now
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Say whether the problem looks fixable in a short pilot
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Suggest a next step (short scoping call / on-site diagnostic)
15 minutes. No slides. Honest next steps.
(Or email: hello@whyhospitality.com — we’ll reply with two available slots.)