I'm Abdel, a McDonald's crew member. A short conversation before a shift can prevent many problems, and it is one of the simplest things a leader can do. What I have learned from the managers I work alongside is that the best huddles are short and clear.
Routines, positions, and rules on breaks and duties may vary by market, franchise organization, and restaurant. This is general guidance. Please follow your own training and procedures.
Why a huddle helps
Without a huddle, team members may start work without knowing what to expect. With one, they learn who is doing what, what to watch for, and what matters most today. It also gives you a moment to set the tone, because people pick up on how you act before the rush begins.
It does not need to be long or formal. In a busy restaurant, even a minute or two can be valuable.
Before the huddle
Take a moment to prepare:
- Check the schedule and any absences.
- Look at your restaurant's expected busy times, if available.
- Find out about any items that are unavailable, promotions, or machine issues.
- Check for any safety or food safety reminders.
- Note any special goals or updates from your manager.
A quick look at this information will help you to say only what matters.
What to cover
A simple outline may look like this:
| Topic | Example |
|---|---|
| Welcome | "Thanks for being here. It's good to see you." |
| Today's picture | "We're expecting a busy lunch, and we have one person less." |
| Positions | "Sam, you're on the counter. Priya, on fries." |
| One focus | "Let's focus on checking drive-thru orders before handoff." |
| Updates | "The dessert machine is down, so let guests know." |
| Safety reminder | "Floors are wet near the entrance, so please watch your step." |
| Recognition | "Thanks for the great work on Saturday's rush." |
| Questions | "Is there anything I've missed?" |
Keep it to one main focus. If you give people five things to remember, they will probably not remember any of them.
How to deliver it
Stand where everyone can hear you, and do not block anyone's way. Try to speak calmly and positively. Do not use the huddle to criticize a specific person in front of others. That conversation belongs in private.
Use your team members' names. Ask a question or two, too. Even a quick "How was yesterday's close?" can help people feel included. If somebody offers an idea, thank them.
If people arrive at different times, you could talk with them one at a time or in small groups. And if you are in the middle of a rush, it can be brief: "Sam, you're on drinks. We're out of large lids, and more are coming." Even a very short version is better than nothing.
How to think about positioning
Positioning means putting people where they can do the most good. Consider:
- Training. Only place people in positions that they are trained for, or where they will have proper support.
- Strengths. Some people are especially good with guests, and others are especially fast in the kitchen.
- Learning. Quieter periods may be a good time to let someone practice.
- Breaks and limits. Check for break times, and any rules affecting younger workers, such as tasks or equipment they may not be allowed to use.
- Fairness. Try not to always give the hardest or dirtiest jobs to the same person.
- Wellbeing. Consider injuries, or a person who has had a difficult day.
Telling someone why you have chosen them can help as well:
I've put you on the counter because you're great at keeping things calm when it gets busy.
Adjusting during the shift
Your plan will often change. Someone calls in sick, a large group arrives, or a machine stops working. Keep looking at where the bottlenecks are:
- Are orders backing up at one station?
- Is someone struggling, or being underused?
- Are guests waiting at a place where no one is looking?
- Do breaks need to be moved?
Then make your changes clearly:
Priya, can you help on drinks for ten minutes? I'll cover your fries.
Try not to make too many changes in a short time, or people may get confused. Tell them when you have returned to the normal plan. Follow up afterward with anyone who had to be moved around, and thank them. This article on effective manager communication has more ideas.
Mistakes to avoid
- Making it too long. People tune out, and the work waits.
- Just reading numbers. Connect goals with what people can actually do.
- Criticizing people publicly. This damages trust.
- Not listening. A huddle should not be a lecture.
- Skipping safety. Short reminders help keep safety in mind.
- Positioning by habit only. The same setup may not suit every shift.
You can find similar traps in this article about common Shift Manager mistakes. It is worth reading if you want to think about your own habits.
How to make huddles a habit
Consistency helps. If your team knows that a short huddle happens at the start of each shift, they will come to expect it. You could ask a Crew Trainer or an experienced team member to share a quick tip, which helps them to develop and gives you another voice.
After a shift, ask yourself: "Did my huddle help? What should I do differently next time?" Ask your team too. Over time, you will find a style that suits your restaurant.
If you are not yet a leader
If you are a crew member, you can still help huddles work. Arrive on time, listen, ask questions if you do not understand, and share useful information. These habits are also good preparation if you are working toward a leadership role.
You can also help by passing on anything useful that you noticed on your last shift, such as a supply that ran low. Good information often comes from the people closest to the work.
On days when several people are missing, these ideas for leading a short-staffed shift may help.
Final thoughts
A good pre-shift huddle is not about making a speech. It is about helping people to know where they are going, what matters today, and that you are there to support them. Keep it short, position people carefully, and adjust as the shift unfolds.
Those two minutes at the start may save you much more than that later on.
