In such scenarios, I first identify the root cause of the underperformance through one-on-one discussions and observation. I then tailor a development plan that includes specific goals, additional training, and regular feedback sessions. If there's no improvement, I document the efforts and outcomes, and consider restructuring the role or, as a last resort, letting the employee go, ensuring all actions are in line with company policies and legal standards.

I believe in leading by example and fostering a culture of excellence among the staff. Regular training sessions, role-playing exercises, and feedback loops are integral. I also encourage open communication between staff and management to quickly address any service issues. Additionally, I implement a customer feedback system to continuously assess and improve our service standards.

During peak hours, I ensure that the front-of-house staff are well-informed about the kitchen's status to manage customer expectations. I might stagger orders to ease the kitchen's load and prioritize high-priority orders. Additionally, I would coordinate with the kitchen staff to streamline processes and possibly reassign tasks to handle the surge efficiently.

In a previous role, I encountered a conflict between two servers over a scheduling issue. I mediated by listening to each party's concerns in a private setting, ensuring both felt heard. I then proposed a compromise that respected both their needs and the operational requirements. This approach not only resolved the immediate conflict but also improved team dynamics by demonstrating a fair and supportive management style.

I start by analyzing historical financial data to set realistic budgets. I then monitor expenses closely, comparing actuals against budget regularly. I negotiate with suppliers for better rates and explore cost-saving measures without compromising quality. Additionally, I focus on revenue management, optimizing pricing strategies and upselling opportunities to maximize profitability.