PUB MANAGER
A pub manager is an individual responsible for overseeing the day-to-day operations and overall management of a pub or public house. The role of a pub manager encompasses a variety of responsibilities related to both the front-of-house and back-of-house aspects of the business.
There are several steps to becoming a pub manager, our Mentor Ollie Coulombeau has many years of experience in this role and has joined the Workforce Mentor team to provide those looking to step up into the role with answers and tips to any queries they may have.
How Ollie got to where he is today
Ollie has always considered himself a pub person, but he hadn’t imaged himself running his own pub one day. He went to university to study drama and theatre, but it was only after his degree when he was working in a pub did he consider looking at hospitality as a serious career path. Since joining the pub industry in 2015 as a Graduate trainee, he hasn’t looked back.
Ollie started his career with Fuller, Smith and Turner, getting hands-on education and experience, to work his way up to manager. He has since managed The Turk’s in Twickenham, the Barton’s Mill in Old Basing, and The Coach & Horses in Kew.
In 2023 Ollie made it to the final six of the BII’s Licensee of the Year Award competition, coming out as one of the strongest licensees across the country. He has also won Best Training Programme: Individual Operators at the BII’s National Innovation in Training Awards (NITAs), and The Great British Pub Award for Best City/Urban Pub while at The Turk’s Head.
He loves working with passionate people who get a thrill from success, and he finds the most inspiring people are those who love what they do and are constantly asking “what’s next?”
Ollie has featured as a guest on our Behind the Bar podcast, talking through his hospitality journey as well as discussing life as a pub manager and advice.
Have a question for Ollie?
No matter how small the question, Ollie is here to answer anything about management roles.
How to Succeed In Management
What qualifications or certifications are needed for a pub manager role?
To become a Pub Manager, you don’t need a degree or university educations, however there are some legal certifications for the role, due to the sale of alcohol. Most pub manager work their way up to the role, and so pick up the experience and training through either working up the ladder, or doing apprenticeships.
The “must-have” requirements if you wish to become a pub manager:
- Award for Personal License Holder (APLH) is designed to equip individuals with the essential knowledge and skills required to manage and operate licensed premises effectively.
- Pass a basic DBS check
- Personal Licence allows you sell or authorise the sale of alcohol.
- Pre-Entry Awareness Training (PEAT) is designed for prospective tenants/lessees to help them better understand the pub industry and pub agreements.
There are also a lot of other training courses that you could benefit from as a manager. These might be courses you pick up along the way while working your way up to manager.
- Food Safety (Level 2 & 3)
- Health & Safety / Fire Safety
- First Aid Work
- Cellar Management
What skills are essential for pub managers?
Managing a pub can be a difficult balance between approachable and adaptable, while also taking charge when needed. As a lot of manager positions, regardless of the industry, getting this balance is important. Beyond the qualifications and courses, here are some “soft-skills” to work on:
Effective de-escalation: De-escalation doesn’t just apply to those stopping a fight, it can also refer to addressing concerns from customers who might be frustrated. In a business where you can find people under the influence of alcohol, it can be good to have de-escalation skills to help manage concerning situations. If you want some extra de-escalation tips, you can find them in our blog: De-escalation Techniques For Work.
Customer service: Building a rapport with locals and regulars is the life-line of a pub, while also making sure every guest feels welcome. This also means you’ll need high social stamina, as you’ll be “on” for 10-12 hours a day.
Stock control & financial understanding: Knowing your line cleaning, and wastage logs, as well as knowing how much beer is in the cellar vs the money in the till. This goes hand in hand with understanding your P&L (Profit and Loss), your GP (Gross Profit) and if you’re hitting sales targets.
Marketing & events: Marketing covers a variety of aspects, whether that be on social media, in house advertising or word of mouth, it’s important to understand how to reach your target audience. Planning your quizzes, music nights or new food and drink promotions will be useless without any marketing.
Crisis management: Every day is different in a pub, and sometimes tensions and stress can rise. Making sure you can keep your cool when things break, staff call in sick and the kitchen run out of steaks at the same time is vital.
Team management: Looking after a team covers a variety of aspects, from training and mentorship to delegation, and looking after their wellbeing. It can be hard to juggle but important to have a happy team.
What are the most common roles as a pub manager?
Pub manager is a broad terms that could mean different things in different pubs. Depending on whether you want to be an employee or your own boss, the roles change significantly. The most common are:
General Managers: You’ll find these mostly in Pub Companies. As a GM you’ll be a salaried employee. The company is in charge of the building, menu and provide the stock. You’re focus will be on hitting KPIs, sales targets and keeping brand standards. This type of role has high job security, has a structured “career ladder” feel and no personal financial risk.
Pub Tenant: As a pub tenant you are essentially “renting” the business. You rent the pub from a Pub Company or brewery. You would self-employed, pay rent and are usual “tied” to buying your beer from your connected brewery. You have more freedom to run your own events and make changes to the business compared to a general manager.
Leaseholder: This is similar to a tenancy but longer term. You would be responsible for all repairs and building maintenance. This role provides the maximum operational freedom without outright owning the pub as a freehouse.
Freehouse: This is when you own the pub outright. You are self-employed and in charge of everything. While you have the most freedom around your business you are at most risk financially.
What does a typical day look like for a pub manager?
A day in the life of a pub manager is rarely one in the same, and definitely isn’t like a “9 to 5”. It will most likely resemble a split-shift routine. While every pub is different, here is what you could expect for a day as a General Manager:
The Morning Prep & Admin: Before the doors even open, the manager is ensuring that everyone is ready. There will be a walkthrough checking the cleanliness of the pub. The cellar will have a check on beer dates, cleaning lines, changing kegs/casks to ensure the first pint of the day is perfect. Tills and the safe will also have a check after the previous nights “cashing up” and preparing the floats for the till. Finally deliveries will have to be signed for, invoices checked and ensuring everything is stored correctly.
The Lunch Rush: This is when focus shifts to the main floor. You would have briefed the team before customers come in on any specials and bookings before taking on the “host” role. A lot of managers like to be out and seen by customers to build that rapport, but it’s not expected that managers are on the floor the whole time.
The Afternoon Lull: This is the perfect time for office admin. Here is when managers focus on rota management, adjusting/planning future events, ordering stock, filling out paperwork and compliance logs. This may not be the most glamourous part of the day, but is still very important.
The Evening Boom: The atmosphere changes from the chill day-time visitors to the dinner visits and evening drinks. Managers now check up on the atmosphere of the pub and team motivation. This is also when most of the “problem-solving” comes into play e.g. broken equipment, customer complaints, “no-shows” and more.
The Close Wind-down: Once the last orders bell has been rung, the wind-down of the pub begins. This means locking up, cashing up and cleaning up. Making sure that the pub is in an appropriate starting place for the next day and the new team in the morning is just as important.
How can I prepare for a pub manager job interview?
Preparing for a pub manager job interview requires a mixture of people skills and industry knowledge. With rising costs and smaller teams, pubs need managers who can maintain, if not boost high service standards while also managing the bottom line.
Research the “House” style:
Before your interview, take the time to look into the pub give it a visit. This knowledge will allow you to tailor your answers and show your interest in the role. Is it a quiet local, a sports hub or a premium gastro-pub? Check TripAdvisor or Google reviews – if they have any reoccurring complaints you can then be ready to explain your solution.
Prepare for the “big three”:
Interviews often present you with hypothetical situations, and this will be no different, so make sure to use STAR (Situation, Task, Action, Result) for you answer.
- Conflict Resolution: “Describe a time you dealt with a difficult or intoxicated customer.” Focus on de-escalation, staying calm, and following licensing laws (Duty of Care).
- Team Leadership: “How do you motivate a team during a double-shifted, understaffed bank holiday?” Mention leading by example, clear communication, and post-shift recognition.
Business Savvy: “How would you improve a pub’s wet-led (drink) sales during a quiet Tuesday?” Suggest events like quizzes, local “taster” nights, or targeted social media promotions.
Master the “manager metrics”:
Managers need to be financially literate so don’t be surprised if these topics come up. Labour costs, GP (Gross Profit) and yield will most likely be a discussion point.
Legal Requirements:
These are the basics to even be considered for the role, but knowing ahead of time is important. Make sure you have your Personal Licence and your right to work. Having a Food Hygiene and First Aid training will also be helpful, as well as a lot of scenario knowledge that most gain from experience.
How can pub managers create and encourage a healthy team dynamic?
A healthy team dynamic is the difference between a pub that feels like a “sinking ship” and one that feels like a “well-oiled machine.” In an industry with high pressure and late hours, your role as a manager is to be the anchor. Here’s how you can do that:
The “Pre-Shift” Huddle: Communication is the first thing to break down when a bar gets busy. Before every shift, gather the team. Highlight the “Specials,” mention any large bookings, and—most importantly—set a positive tone. Start by praising something someone did well the night before. This builds immediate “buy-in.”
Transparency & Fair Rotas: The #1 cause of resentment in pubs is the “Rota.” Don’t always give the “best” tips-earning shifts to the same people. Work-life balance is a priority so give staff at least a 2 week notice. If you can’t grant a holiday request, explain why (e.g., “We have a wedding booked that day”) rather than just saying “no.”
Lead from the Trenches: A “clipboard manager” who hides during a rush will never have a loyal team. hen the bar is three-deep, get behind it. Pour pints, collect glasses, or run food. Occasionally be the one to clean the vomit or change the difficult keg. It shows the team that no task is beneath you.
Safety & Training: Staff stay when they feel they are growing, not just “working.” If a glass breaks or a drink is poured incorrectly, treat it as a coaching moment, not a disciplinary one. Train your bar staff on the floor and your floor staff on the bar. This prevents “silos” and ensures everyone understands each other’s challenges.
Managing “The Conflict”: In a high-heat kitchen or a busy bar, tempers will flare. Never reprimand a staff member in front of customers or other staff. Take them to the cellar or office after the rush has died down.
Reward Beyond the Paycheck: While fair pay is the baseline, culture is built on the “extras.” Run “Upsell Challenges” (e.g., “The person who sells the most dessert specials wins a bottle of wine”). Organise a night out or a team activity on a day the pub is traditionally quiet.
Is there progression with a pub manager role?
The hospitality industry is one of the few sectors where “glass ceilings” are rare; you can realistically start as a glass collector and end up as a CEO. The progression path from Pub Manager is typically split into three distinct “routes”: Corporate/Multi-site, Entrepreneurial, and Specialist.
The Corporate Route (Climbing the Ladder)
If you work for a large PubCo (Pub Company) or brewery, the path is structured and well-traveled:
General Manager (GM): Running a single site.
Area Manager / Operations Manager: You oversee 10–15 pubs. Your job shifts from pouring pints to auditing P&L accounts, mentoring GMs, and ensuring brand consistency across a region.
Regional Director: Managing several Area Managers. You are now involved in high-level strategy, such as where the company should buy new property.
Head of Operations / CEO: Setting the entire company’s direction. Many CEOs of major pub chains started behind the bar.
The Entrepreneurial Route (Building Your Own Empire)
Many managers use their experience to transition from being an employee to an owner.
Multi-Site Operator: Once you’ve successfully run one tenancy or lease, you take on a second, then a third. You build your own “mini-group” of pubs with their own unique identity.
Freehouse Owner: You save enough capital (or find investors) to buy the “bricks and mortar” of a pub outright. No brewery tie, no rent—just 100% ownership and 100% risk.
Consultancy: Expert managers often become consultants, helping failing pubs turn their finances around or assisting new start-ups with cellar setups and menu engineering.
The Specialist Route (Niche Expertise)
If you love the industry but want to step away from the late-night “floor” shifts:
Training & Development: Moving into HR or Corporate Training to teach the next generation of managers.
Brand Ambassador: Working for a major drinks brand (e.g., Diageo, Heineken, or a craft distillery) to promote their products to other pubs.
Property & Acquisitions: Working for a brewery to scout new locations and negotiate leases.
