Restaurant General Manager Salaries 2025: Complete Compensation Guide by Restaurant Type and Region

The restaurant industry faces an unprecedented challenge: 20% of restaurant operators report that they are understaffed for General Managers, while turnover costs an average $13,867 per GM replacement. In this high-stakes environment, competitive compensation isn't just about fairness—it's about survival.

Smart operators are discovering that the combination of competitive pay and operational efficiency tools creates the perfect recipe for GM retention and satisfaction.

Today, we’ll dive into a high-level snapshot of GM salaries, broken down by restaurant type, size, and location. With this information, you’ll be able to drive retention and GM satisfaction by ensuring that your management staff is competitively compensated. 

The Current Landscape: Restaurant GM Jobs in 2025 

The numbers tell a compelling story about the restaurant general manager market:

• 393,600 restaurant GM positions exist across North America
• 2% year-over-year growth with 44,500 new positions added annually

Source: Bureau of Labor Statistics, 2025

This growth represents opportunity, but also intense competition for top talent. The restaurants that understand how to attract and retain exceptional GMs have a significant competitive advantage.

What Do Restaurant General Managers Actually Earn? 

National Average Restaurant GM Salary

$65,310 is the national average salary for restaurant general managers in North America, equivalent to $31.40 per hour.

Salary Range:

• Entry-level GMs: $45,000 - $55,000
• Experienced GMs: $70,000 - $90,000
• Senior/Multi-unit GMs: Up to $218,000

Additional Compensation:

• Average yearly bonus: $6,027 (including tips, commissions, profit sharing)
• Benefits packages typically add 20-30% to total compensation value

The Reality Behind These Numbers

While $65,310 might seem reasonable, consider this: restaurant GMs work an average of 55-60 hours per week. That brings the effective hourly rate down to approximately $24-26 per hour—barely above what many restaurants pay experienced line cooks.

In a study by TDn2K, it was found that GM pay has remained relatively stable over the past 10 years. When adjusted for inflation, GMs are actively making less than they did a decade ago. 

To put this in perspective, GMs at limited-service brands make 6% less and GMs at full-service restaurants make 11% less than they did in 2008. 

This compensation gap explains why higher compensation was ranked one of the top three reasons why GMs leave their jobs. 

Restaurant GM Salaries by Type: Where the Money Really Is 

Fine Dining Restaurant GM Salaries

Salary Range: $70,000 - $90,000

Fine dining GMs command the highest salaries for good reason. They're not just managing operations—they're curating experiences. These professionals typically have:

• 5+ years of progressive restaurant management experience
• Extensive wine and beverage knowledge
• Advanced understanding of food cost management
• Proven track record of maintaining high service standards

Why Fine Dining Pays More: The complexity of operations, higher check averages, and specialized knowledge requirements justify premium compensation. Plus, the cost of a single bad review or service failure can be exponentially higher.

Casual Dining Restaurant GM Salaries

Salary Range: $50,000 - $65,000

Casual dining represents the sweet spot for many GM careers—complex enough to be challenging, but not as demanding as fine dining. These roles typically require:

• 3-5 years of restaurant management experience
• Strong understanding of food safety and labor management
• Ability to balance multiple priorities simultaneously

Quick Service Restaurant (QSR) GM Salaries

Salary Range: $45,000 - $55,000

Don't let the lower salary range fool you—QSR GMs often have the most operationally complex roles. They're managing:

• High-volume, fast-paced service
• Large teams with high turnover
• Tight margins requiring exceptional efficiency
• Multiple technology systems and integrations

The QSR Challenge: Many QSR GMs are leaving for casual dining roles not just for money, but for work-life balance. The constant pressure and manual tasks create significant burnout.

Chain vs. Independent Restaurant GM Salaries

Chain Restaurants: $55,000 - $75,000

• Standardized operations and systems
• Corporate support structure
• Clear advancement pathways
• Multi-unit management opportunities (averaging $90,000+)

Independent Restaurants: $50,000 - $70,000

• Greater operational autonomy
• Direct relationship with ownership
• More varied responsibilities
• Higher impact on business success

Geographic Salary Breakdown: Location Matters  

High-Cost Markets: East Coast, West Coast, Mid-Atlantic

Salary Range: $60,000 - $85,000

New York City Spotlight:

• Average range: $70,763 - $79,071
• Higher concentration of fine dining establishments
• Intense competition for top talent
• Cost of living adjustment necessary

Why These Markets Pay More:

• Higher operational costs
• More sophisticated dining scenes
• Tourist-driven revenue streams
• Greater consequences for operational failures

Emerging Food Markets: Chicago, Denver, Miami

Average Salary: $60,000

These cities offer an attractive balance:

• Growing food scenes with diverse concepts
• Lower cost of living than coastal markets
• Increasing tourism driving revenue
• Opportunities for career growth

South and Midwest Markets

Salary Range: $45,000 - $60,000

Regional Examples:

• North Carolina: $54,000 average
• Omaha, Nebraska: $55,834 average

Market Characteristics:

• Lower cost of living
• Higher percentage of QSR and casual dining
• Traditional dining preferences
• Strong value consciousness among consumers

Why Competitive GM Compensation Matters More Than Ever 

The True Cost of Cheap Management

When restaurants try to save money on GM salaries, they often end up spending more in the long run. Here's why:

Operational Impact:

• Inexperienced GMs make costly mistakes with inventory, scheduling, and food safety
• Poor hiring decisions create team turnover that cascades throughout the organization
• Lack of systems knowledge leads to inefficiencies that eat into profit margins

The Burnout Factor: Under-compensated GMs often work 60+ hour weeks trying to manually manage every aspect of operations. This leads to:

• Decision fatigue affecting judgment
• Higher stress-related turnover
• Reduced customer service quality
• Personal health issues affecting performance

Smart Operators Are Changing the Game

The most successful restaurant operators understand that GM compensation is an investment, not an expense. They're focusing on:

Total Compensation Packages:

• Competitive base salaries
• Performance-based bonuses tied to key metrics
• Professional development opportunities
• Technology tools that reduce manual workload

Work-Life Balance: Modern GMs don't just want more money—they want their time back. Restaurants that invest in automation and efficient systems can offer:

• Predictable schedules
• Reduced administrative burden
• Remote monitoring capabilities
• Streamlined hiring and training processes

The Hidden Costs of GM Turnover  

Direct Replacement Costs

When a GM leaves, the immediate costs include:

• Recruitment and advertising: $3,000 - $8,000
• Interview time and background checks: $1,500 - $3,000
• Training and onboarding: $5,000 - $12,000
• Total direct cost: $9,500 - $23,000 per replacement

Indirect Impact (The Real Killer)

The hidden costs are often much higher than direct replacement costs:

Lost Revenue:

• Drop in sales during transition periods
• Reduced customer satisfaction scores
• Negative online reviews during unstable periods

Team Disruption:

• Increased staff turnover (GMs influence entire team retention)
• Decreased productivity during training period
• Loss of institutional knowledge and processes

Operational Setbacks:

• Compliance issues during leadership gaps
• Inventory management problems
• Vendor relationship disruptions

Future-Proofing Your GM Compensation Strategy

Beyond Base Salary: What Modern GMs Want

Technology Integration: Today's GMs expect tools that help them work smarter, not harder. 

Consider implementing tools to help eliminate manual burdens and alleviate burnout, such as automated scheduling systems, AI-powered hiring assistance, and mobile management capabilities. 

Professional Development: GMs don’t just want a job–they want a career. 

And with a growing number of Gen Z’s being promoted into leadership roles, clear advancement pathways are crucial to driving retention. 

Other education opportunities such as industry certification support, leadership training programs, and mentorship opportunities are crucial ways to nurture talent that stays. 

Work-Life Balance: With such overwhelming schedules, ensuring that GMs don’t burn out is crucial to a healthy working environment. 

Consider implementing the following:  

• Flexible scheduling options
• Remote monitoring capabilities
• Streamlined administrative processes
• Paid Time Off and other compensation bonuses 

Key Takeaways for Restaurant Operators

1. National average GM salary is $65,310, but this varies significantly by restaurant type and location
2. Fine dining GMs earn the most ($70K-$90K), while QSR GMs earn the least ($45K-$55K)
3. Geographic location impacts salary by up to 40%, with coastal markets commanding premium compensation
4. Turnover costs average $13,867 per GM replacement when including all direct and indirect impacts
5. Competitive compensation combined with operational efficiency tools creates the strongest retention strategy

Real-World Success: How Salt & Straw Transformed GM Satisfaction

Salt & Straw, the beloved artisanal ice cream chain, faced the same GM retention challenges plaguing the industry. Despite offering competitive compensation, their GMs were burning out from manual hiring processes, spending dozens of hours per week on recruiting tasks alone.

The Challenge:

• GMs working 60+ hour weeks
• Manual resume screening taking hours daily
• Inconsistent hiring quality across locations
• High GM stress levels despite competitive pay

The Solution: By implementing AI-powered hiring assistance, Salt & Straw's GMs reclaimed an average of 36 hours per month previously spent on manual recruiting tasks.

The Results:

• <24h time to hire, reduced from 2 weeks 
• 85% faster time-to-hire. 
• 20% interview-to-hire rate, double the industry average. 
• X% of GMs report being able to spend time on high-impact operational tasks. 

“Before LANDED, our GMs were spending a lot of time reviewing resumes, scheduling interviews, following up. With LANDED, it’s been a complete shift. Candidate flow is stronger. Screenings are handled by our AI, Elaine. Scheduling is so much faster. It’s eliminated the administrative burden our managers have had for so long, so they can focus on leading the team, creating memories in our scoop shop, and building culture.” – Deanna Silva, Director of People Business Partnerships, Salt & Straw

Read the full Salt & Straw case study →

Ready to Transform Your GM Experience?

The most successful restaurant operators understand that combining competitive GM salaries with an environment where they can thrive without burning out is the key to success. 

The winning formula: 

✅ Competitive compensation that reflects market realities
✅ Operational efficiency tools that eliminate time-wasting manual tasks
✅ Clear growth pathways that reward performance and loyalty
✅ Work-life balance that prevents burnout and turnover

Your GMs shouldn't have to choose between competitive pay and reasonable working conditions. 

With the right approach to both compensation and operations, you can offer both—and build a sustainable competitive advantage in the process.

Ready to see how leading restaurants are solving the GM retention puzzle?

📖 Read the Salt & Straw Success Story - Real results from a beloved restaurant chain
🚀 Discover AI-Powered Hiring Solutions - See how technology can transform your GM experience