WHO WE ARE

Olive Garden is a family of local restaurants focused on delighting every guest with a genuine Italian dining experience. We are proud to serve fresh, simple, delicious Italian food, complemented by a great glass of wine, served in a comfortable, home-like Italian setting where everyone is welcomed as family and friends. Our purpose is Hospitaliano!, our passion for 100% guest delight.

OUR STORY

Founded in 1982, Olive Garden is owned by Darden Restaurants, Inc. (NYSE:DRI), the largest casual dining restaurant company in the world.

Olive Garden was originally developed by General Mills, Inc., but in June 1995, General Mills spun off its restaurant division into Darden Restaurants, Inc. Almost 25 years later, Olive Garden remains committed to its purpose of Hospitaliano! - providing 100% guest delight through the genuine Italian dining experience.

Inspiration
Italy is the inspiration for all that we do at Olive Garden, from our menus to our award-winning wine list to the Tuscan farmhouse design of many of our restaurants. Most of all, we are inspired by the warmth and genuine hospitality of the Italian people, as well as the importance of family in their culture.

Our passion for Italy led us to establish Olive Garden's Culinary Institute of Tuscany in 1999, our own cooking school in Italy. Hundreds of Olive Garden team members have traveled to Tuscany to learn how authentic Italian food is prepared and to experience Italy firsthand.

OUR PRINCIPLES

The principles of Olive Garden were developed in 1995 by listening to all levels of the organization.
The principles can be expressed in two thoughts:

HOLD US TO HIGH STANDARDS
TREAT US WITH RESPECT

From these simple words, the Olive Garden Principles were born–the philosophical touchstone for all Olive Garden team members.

1. We are committed to open and honest communication, mutual respect and strong teamwork.

2. We are clear on each individual’s role, accountabilities and key performance measures.

3. We do not compromise standards in selection, training and job performance.

• We will only hire people with the skills and potential to succeed.
• People only advance from training when they have demonstrated the required competencies.
• Peer interviewing helps us select the right people for the team.

4. In the process of making a change, we seek the opinions of those closest to the action, listen and value their ideas.

5. Everyone should expect regular, on-going training opportunities to sharpen and advance their skills.

6. When accountabilities are not being met, we act quickly.

• Feedback
• Re-training/Redirection
• Assess results with appropriate consequences

7. We will achieve the results and share our successes.