Messy Management - Server The Chastain Employee Review

2.0
24 Dec 2021
Recommend
CEO approval
Business outlook

Pros

Fun staff, amazing Pastry Chef & Pastry Team, shifts typically 3:30-11/12. Great for career fine-dining servers, especially if you already have Buckhead regulars.

Cons

Management will tell you that servers average $1000/week take home and bartenders average $2000/week take home. That is an absolute downright lie. I, along with fellow new servers on staff we're making 500-700/week take home, and senior bartenders about 1200-1400/week. While this is livable for some, grossly over-exaggerating your staff's average pay in order to get a new employee in the door is reprehensible and should never happen. They claim that if you're a good server, you should be averaging 30-40% tips, but baby this is Old Money Buckhead okay. Tip-out percentages end up being about 30% of your tips (just under 5.75% of sales). I've also never seen so much staff turn-over in a restaurant due to people constantly quitting or getting fired. There's an insane amount of micromanaging, but a bizarre lack of management when/where it's *actually* needed.

Explore other reviews about The Chastain

5.0
2 Apr 2025
Recommend
CEO approval
Business outlook

Pros

Great Tips. Great Food. Always busy. Easy side work

Cons

High Stress. High turnover. Unrealistic expectations from management. 3 mistakes in a 6 month period and you are fired

1
2.0
28 Feb 2026
Recommend
CEO approval
Business outlook

Pros

• Strong brand recognition and guest demand • Opportunity to drive revenue • Talented service team

Cons

• Inconsistent leadership presence during service • Communication practices that impact morale • Facility and environmental challenges I served in a senior leadership role and was responsible for substantial revenue. The restaurant has strong market positioning, a beautiful location, and talented frontline staff. However, the internal culture and operational standards significantly undermined long-term sustainability. During service, managers were frequently disengaged from the floor, often working on laptops while frontline staff handled peak-volume issues independently. Leadership conversations, including corrective discussions, were sometimes held in front of staff or within guest view. One-on-one performance conversations were often conducted without a second manager present, creating environments where communication lacked accountability or documentation. Morale suffered due to inconsistent messaging—public praise followed by private criticism without clear performance metrics. Staff retention reflected this instability. Operationally, there were recurring facility concerns. HVAC performance during summer months regularly resulted in dining room temperatures exceeding comfortable standards and kitchen temperatures that created difficult working conditions. During renovation periods, ventilation and protective equipment protocols appeared insufficient for staff working near construction areas. There were also recurring reports of basement flooding affecting kitchen operations. The culinary and service teams are talented and committed. With stable, transparent leadership and stronger operational oversight, the restaurant could align its internal culture with the excellence it presents to guests.

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