From October 1st, 2026, head to the Learning Center to start exploring 8 new courses (for all Front Desk roles)! 

To help introduce the new release, a teaser video is also available in the Training Videos Card (Agent View).

COACH TOM - PRACTICE MAKES THE OFFER

Audience: All DeskMax Roles

Length: 01:47

COACH TOM - CONVERSION

Audience: All DeskMax Roles

Length: 01:02

COACH TOM - DAILY GAME PLAN

Audience: All DeskMax Roles

Length: 01:29

COACH TOM - NEW TEAM MEMBERS

What to expect: Great teams develop new talent by surrounding them with the right examples. See how pairing new team members with consistent MVP performers can reinforce the Core (Positive Attitude, Product Knowledge, and Presentation Style) while building the confidence and habits needed for long-term success.

Audience: All DeskMax Roles

Length: 01:01

COACH TOM - IN-GAUGE

What to expect: Turn IN-Gauge into a powerful part of your team’s daily game plan. See how performance insights, upsell pricing data, daily opportunities, and training resources can help identify coaching needs, learn from top performers, and continuously strengthen team performance.

Audience: All DeskMax Roles

Length: 01:30

GUEST SAYS YES

Audience: All DeskMax Roles

Length: 01:21

CLOSE POSITIVELY - C.A.R.E.

What to expect: Turn a transactional goodbye into a memorable final connection. See how a Statement of C.A.R.E., a Comment About a Relevant Experience, personalizes the close, reinforces genuine hospitality, and leaves the guest with a lasting positive impression.

Audience: All DeskMax Roles

Length: 00:31

Q&A FROM AROUND THE GLOBE 15 

What to expect: What do you do when a guest is too distracted to listen or when an upgrade is already assigned for free? Explore practical answers to real frontline questions and see how confidence, rapid rapport, and a simple commitment to make the offer can turn challenging situations into service and revenue opportunities.

Audience: All DeskMax Roles

Length: 03:02

You can now create and manage your own meal periods directly in IN-Gauge. Define your meal periods per restaurant, set the days and times each one runs, and your dashboards, leaderboards, and reports update automatically.

Key Updates

 Find it under Admin Panel → Apps → Goal → Meal Periods

You can now reward your entire F&B team together. When you set a goal, you can now choose between per-server Individual tracking or a shared Team incentive — where the whole outlet earns a pooled commission based on collective Revenue Per Check performance.

Release Date: 14 April 2026

AI Insight Reports are now accessible from three convenient locations:

1) Advanced navigation bar under Data → AI Insights

2) Admin Panel sidebar under Data → AI Insight

3) Customer Profile view

Coming soon ....Button Text

A Guide for Restaurant Champions and Managers

What is GRITT?

GRITT stands for Goals, Results, Insights, Training & Coaching — a monthly performance and coaching report designed specifically for restaurant operators and their teams. It transforms POS data into actionable coaching insights that drive revenue growth and operational excellence.

GRITT reports are deterministic (data-driven, not guessed), hallucination-free (every number traces to source data), and coaching-focused (built to help you have better conversations with your staff).

The Report at a Glance

A GRITT report is organized into four main sections:

1. Executive Summary — Your outlet's headline KPIs and performance story
2. Results — Detailed performance metrics across servers, shifts, products, and day-of-week
3. Insights & Analysis — What the data reveals about opportunities and performance gaps
4. Coaching Priorities — Specific, actionable coaching interventions ranked by revenue impact

Section 1: Executive Summary

The Header

The report opens with a dark green header displaying:

• Report title: GRITT Performance & Coaching Report
• Outlet name and location
• Report period (e.g., March 2026)
• Key badges (e.g., Days Reported, Data Quality)

The Story

Just below the header, a brief narrative introduces your outlet's performance for the month. This is your "headline" — the most important thing to know.

Example: "The Ivy delivered $353,225 in March 2026 with a house RPC of $126.92, down 32.3% from February but establishing strong operational baselines. The 30.6% beverage mix and 19.9% tip percentage demonstrate solid fundamentals, while significant performance gaps between elite servers ($250 RPC) and intervention-tier staff ($53-111 RPC) reveal immediate coaching opportunities worth $36,738 monthly."

What to do with this: Read it first. It tells you whether the month was strong, where the challenges are, and what matters most.

The KPI Grid

Three cards display your outlet-level KPIs:

How to read KPI cards:

• Bold number at top = your actual performance
• Small text below = additional context (e.g., "2,783 checks across [X] servers")

Section 2: Results (The Data)

Server Performance Breakdown

This section ranks your entire service team by Revenue Per Check (RPC). Servers are organized into tiers:

Elite Tier (Highest RPC)

• Top 2-3 performers with RPC of $200+
• These servers set the revenue ceiling — they're doing something right
• Study their techniques; they're your coaching models

High Coachable Tier (Solid performers)

• Mid-range servers with RPC $150–$199
• Strong fundamentals, room to improve
• Primary coaching candidates for reaching elite status

Developing Tier (Needs focus)

• Emerging servers with RPC $100–$149
• New team members or those with coaching potential
• Require structured skill development

Intervention Tier (Lowest RPC)

• Servers with RPC below $100
• Highest-impact coaching opportunity (biggest dollar upside)
• May signal onboarding gaps, product knowledge issues, or confidence problems

How to use this table:

1. Identify your elite performers — Who's at the top?
2. Note the RPC spread — What's the gap between top and bottom? (e.g., $250 vs $79 = $171 gap per check)
3. Look at check counts — A server with 200 checks carries more weight than one with 20 checks
4. Calculate the opportunity — (Elite RPC − Intervention RPC) × (Intervention server checks) = monthly revenue upside

Example calculation:

• James O'Sullivan (Elite): $267 RPC
• Arjun Sharma (Developing): $198.97 RPC
• Gap per check: $68.03
• Arjun's checks: 198
• Monthly opportunity: $68.03 × 198 = $13,468 annual impact

Shift Performance (Lunch vs. Dinner)

Tables show how your outlet performs by shift:

• Lunch service
• Dinner service
• Happy hour (if applicable)

Key metrics by shift:

• Number of checks
• Net sales
• RPC
• Beverage mix %
• Tip %

What this reveals:

• Which shift generates most revenue
• Whether day-part strategies are working (e.g., is lunch attachment as strong as dinner?)
• If staffing levels match demand
• Whether different shifts need different coaching

Day-of-Week Breakdown

A table showing RPC, beverage mix, and tip % by each day of the week.

What to look for:

• High-performing days (e.g., Sunday $139 RPC) — Why? More traffic? Better staffing? Stronger menu alignment?
• Low-performing days (e.g., Friday $119 RPC) — Why? Staffing gaps? Operational bottlenecks? Different guest profile?
• Beverage mix patterns — Do guests drink more on weekends? During high-traffic periods?

Action: If Friday consistently underperforms Sunday by $20 RPC across 500+ checks, that's an $10K monthly opportunity worth investigating.

Product Performance

Tables ranking your top-selling products by:

• Total revenue generated
• Number of transactions
• Average price per unit

Insights this provides:

• What your guests actually want (vs. what you think they want)
• Attachment rates (which items sell together?)
• Pricing power (which items command premium prices?)

Example: If your seafood entrée sells 800 times but wine sales are low, you have a wine-pairing coaching opportunity.

Section 3: Insights & Analysis

This section presents colored insight boxes highlighting key findings:

Green Box = Positive/Strength

✓ Something your outlet is doing well
✓ Celebrate it
✓ Don't break what's working

Orange Box = Opportunity

⚠ A gap you can close with focused coaching
⚠ Usually high-impact and achievable in 30–45 days
⚠ Primary coaching targets

Red Box = Concern

A performance gap that's costing you significant revenue
Requires urgent attention
May indicate systemic issues (staffing, training, product knowledge)

How to read insight boxes:

1. Read the headline (bold text) — What's the insight?
2. Read the explanation — Why does this matter? What's the business impact?
3. Note the dollar figure — How much money is this worth?

Example insight box:

Orange Box Headline: "Elite Server Performance Gap Creates $15K Monthly Coaching Opportunity"

Explanation: Tom O'Sullivan ($267 RPC) and Aisha Patel ($252 RPC) demonstrate the revenue ceiling achievable with current menu and operations, while six intervention-tier servers average $79.58 RPC. Elevating bottom performers to developing tier standards ($180+ RPC) represents $15,000+ monthly uplift.

What to do: Focus coaching on the six intervention-tier servers. Their uplift is worth $15K/month.

Section 4: Coaching Priorities

This is the action section of the report. Priorities are ranked by revenue impact (biggest money first).

Anatomy of a Coaching Priority

Each priority follows this structure:

Priority [#]: [Coaching Theme]

The headline tells you what to focus on and why it matters.

Who:

The specific servers or group needing coaching. Be precise — name them.

Example: "Arjun Sharma, Zofia Nowak, Amira Hassan (3 developing-tier servers with 517 combined checks)"

What:

The performance gap explained in business terms.

• What's happening?
• Why does it matter?
• How much money is it costing?

Example: "Arjun Sharma ($198.97 RPC / 198 checks) shows emerging performance. With focused coaching on wine confidence and upsell technique, he can reach $220+ RPC. Higher tip targets and product knowledge gaps appear to be growth areas."

Action:

Specific, executable coaching steps (usually 4–6 bullet points).

These are not generic advice. They're tailored to the specific gap revealed in your data.

Example actions:

• Pair Amira with James O'Sullivan for 3 shadow shifts focusing on upsell sequencing and product knowledge
• Implement daily pre-shift product knowledge quiz (5 minutes, top 5 items by revenue)
• Record Arjun's top 5 RPC checks and review technique with manager
• Establish weekly 1:1 coaching focused on confidence-building around high-ticket items

Measure:

The specific 30–45 day target that indicates success.

Example: "Increase Arjun's RPC from $198.97 to $220 within 45 days, capturing $4,140 monthly uplift and demonstrating coaching effectiveness."

How to Use This Report as a Manager

1. Read It Once (Quickly)

• Scan the executive summary
• Look at the KPI grid
• Check which coaching priorities are marked "Priority 1" and "Priority 2"
• Note the total addressable revenue opportunity

2. Read It Twice (Carefully)

• Deep-dive into your top 3–5 servers (where most of your revenue comes from)
• Look at the server tiers — where are the gaps?
• Check the day-of-week breakdown — are there patterns?
• Read the orange (opportunity) and red (concern) insight boxes

3. Share It With Your Team

• Hold a 30-minute team meeting with all servers
• Start with celebration (green boxes, top performers, "What to Celebrate This Month" section)
• Then introduce coaching priorities in rank order
• Assign specific servers to specific priorities

4. Coach on It

• Use the "Who/What/Action/Measure" structure in 1:1 conversations
• Reference the specific dollars: "Your RPC is $79. James's is $267. That's $188 per check. If we get you to $150, that's an extra $26K in revenue monthly."
• Celebrate progress in next month's report

5. Track Progress

• Set weekly check-ins for intervention-tier servers
• Use the "Measure" section as your 30–45 day target
• Look for incremental wins, not perfection

Key Metrics Explained

Revenue Per Check (RPC)

Formula: Net Sales ÷ Checks
Why it matters: Best single indicator of server performance, upselling skill, menu mastery, and pricing power
Target: Varies by restaurant, but typically $120–$200+
How to improve: Better upselling, confidence, product knowledge, menu engineering

Revenue Per Guest (RPG)

Formula: Net Sales ÷ Guests
Why it matters: Removes the party-size variable (tells you if guests are ordering more, not just coming in larger groups)
Target: Typically $60–$100+
How to improve: Attachment rate (apps, desserts, beverages)

Beverage Mix %

Formula: Beverage Sales ÷ Net Sales × 100
Why it matters: Beverages have higher margins (40–60%) than food (20–35%), so every 1% increase is significant revenue
Target: Typically 25–35%, varies by concept
How to improve: Wine pairing training, back-bar knowledge, upselling confidence

Tip Percentage

Formula: Total Tips ÷ Net Sales × 100
Why it matters: Proxy for guest satisfaction, service quality, and staff morale
Target: 18–20%+
How to improve: Service training, consistency, product knowledge, confidence

Check Count

Formula: Total number of guest checks processed
Why it matters: Volume × RPC = your revenue. Identifies which servers are driving volume vs. revenue
Key insight: A server with high volume but low RPC is leaving money on the table through missed upsells

Red Flags to Watch

Questions to Ask at Your Next Team Meeting

1. "Who's in the elite tier, and what are they doing differently?"
2. "Which day underperforms, and why?"
3. "Where's the biggest RPC gap, and how can we close it?"
4. "Are we leaving beverage revenue on the table?"
5. "Which servers are ready to move up a tier?"
6. "What should we celebrate this month?"

The Bottom Line

A GRITT report does three things:

1. Shows you the truth — Where your revenue is coming from, where it's leaking, and what's working
2. Points to opportunities — Ranked by dollar impact, so you coach on what matters most
3. Gives you actions — Specific, executable steps to close gaps within 30–45 days

Use it to have better conversations with your team. Use the data to celebrate wins and coach on gaps. Repeat monthly.

GRITT is built for restaurants, by people who understand your business. Every number tells a story. Every gap is an opportunity.

Release Notes — Server Leaderboard New Modal Design
Release Date: Mar 30, 2026

What’s New

We’ve redesigned the Server Leaderboard modal to provide a clearer, more accurate, and more flexible view of server performance across key metrics.

Key Improvements

Enhanced Experience

• Cleaner, modern layout with improved readability
• Dynamic view that adapts based on the selected KPI
• Clear highlighting of the most relevant performance column
• Better handling of long server names

More Powerful Insights

• Support for multiple KPIs, including:
  • FBY
  • Total Revenue
  • Revenue per Guest
  • Revenue per Check
  • Tips
  • Rev Tips per Server
• KPI-specific sorting, titles, and summary statistics

Improved Filtering & Trends

• Flexible time filters: WTD, MTD, YTD
• Easy selection of specific weeks or months
• Trend comparisons aligned to the selected period (e.g., vs. last week/month/year)

Clear Performance Benchmarks (FBY)

• Visual classification of performance:
  • Green: Above Benchmark
  • Gold: Within Range
  • Red: Below Benchmark
• Quick summary of how many servers are above or below benchmark

Why This Matters

This update makes it easier to identify top performers, spot opportunities, and take action faster, with more reliable and consistent data across all views.

Release Date: 17 March 2026

Release Scope

The F&B Yield (FBY) KPI is now available in the mobile application.

The underlying metric, benchmark logic, and interpretation principles remain unchanged, ensuring consistency of performance measurement across POS platforms while enabling broader portfolio adoption.

Purpose & Scope

The FBY Server Leaderboard is a performance and coaching metric designed to measure how effectively servers generate revenue per guest, normalized against each outlet’s menu pricing.

By anchoring performance to the average entrée price, FBY enables fair, comparable insights across:

• Different POS systems
• Different restaurant concepts
• Different price points
• Different locations and meal periods

Core Metric Definition

FBY (%) represents the revenue a server generates per guest as a multiple of the outlet’s average entrée price.

Example

• Average entrée price: $35
• Server revenue per guest: $87.50
• FBY = 250%

This normalization avoids distortions caused by raw check averages or outlet-level averages and allows meaningful cross-location and cross-concept comparison.

Why Benchmarks Exceed 100%

A 100% FBY would indicate that guests only purchased one entrée. In real dining scenarios, guests also purchase beverages, appetizers, desserts, and add-ons.

High-performing servers typically generate 2–3× the entrée value per guest, which is why realistic benchmarks commonly fall between 200–300%, depending on the meal period.

Benchmark Methodology (Top 20%)

Benchmarks are data-driven and outlet-specific.

• Servers are ranked by FBY for a selected:

  • Date range
  • Meal period
• The top 20% of performers are averaged using a weighted calculation to produce the benchmark.
• Benchmarks are calculated separately per meal period (breakfast, lunch, dinner) to reflect different guest behaviors.

This ensures benchmarks are achievable, relevant, and grounded in actual on-property performance.

Typical Benchmark Ranges

Reading the Leaderboard

• Green: Performance above benchmark
• Gold: Within 30% below benchmark
• Red / Gray: More than 30% below benchmark

Additional indicators:

• ± % value shows how far a server is above or below the benchmark
• “X Above / Y Below” summarizes how many servers exceed the benchmark (by design, this will be a minority)

Data Treatment & Accuracy

• Guest count is sourced from POS cover counts
• Revenue is post-discount (actual collected revenue)
• Voids and refunds are excluded
• Comps and discounts reduce FBY, reflecting real sales outcomes
• Servers with insufficient transaction volume may be flagged or excluded to prevent skewed results

These rules are applied consistently across all supported POS systems.

Interpretation Guidelines

• FBY identifies where performance gaps exist, not why

• Root-cause analysis should be supported by additional metrics such as:

  • Revenue per check
  • Beverage, appetizer, and dessert attach rates
  • Tip percentage
• Performance should always be evaluated relative to the benchmark for the same meal period
• Cross-meal-period comparisons (e.g., lunch vs dinner) are not valid

Operational Use Cases

FBY enables:

• Objective, dollar-based coaching conversations
• New-hire progression tracking
• Shift and section scheduling optimization
• Cross-location performance normalization
• Detection of data anomalies (e.g., guest-count inaccuracies)
• Quantification of revenue uplift from training and coaching

FBY is not intended to replace managerial judgment or be used in isolation for disciplinary decisions.

Known Considerations

Certain scenarios may affect interpretation and should be reviewed with context, including:

• Promotional or prix-fixe periods
• Very small sample sizes
• Large parties with incorrect cover counts
• Mixed service roles (bar and floor)
• Catering, delivery, and non-table-service transactions

Overview

We will be performing a backend upgrade to our technology stack on Saturday, March 14, 2026, between 12:30 PM IST and 1:30 PM IST (3:00 AM – 4:00 AM EST).

Please note that all services will be temporarily unavailable during this time. Thank you for your understanding.

Release Date: 10 March 2026

We are introducing enhancements to the F&B Checkmax Incentive Reporting system

What’s Included

• Outlet Name now appears in the email subject and report header for clearer identification.
• Reports now display the Number of Guests alongside the Number of Checks to provide additional operational context.
• Reporting periods now include completed business days only, excluding the current open day to prevent partial data from affecting calculations.
• The Optimizer Score definition has been added to the report to improve interpretability of performance metrics.

Updates have been made to improve report accessibility and align delivery timing with business reporting cycles:

• Report download links are now valid for 72 hours instead of 24 hours, giving recipients more time to access reports.

• Report delivery timing has been adjusted:

  • Weekly incentive goals are now delivered once per week after the reporting period closes.
  • Monthly incentive goals are now delivered on the 2nd day of the following month to ensure all data has been fully processed.