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Last updated on 2024年7月5日

Here's how you can resolve conflicts between culinary managers and their subordinates effectively.

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In any kitchen, the heat isn't just from the stoves—it's also in the interactions between culinary managers and their teams. As a culinary manager, you may face conflicts with subordinates that can disrupt the harmony and efficiency of your kitchen operations. Whether it's a disagreement over menu choices, kitchen procedures, or interpersonal issues, handling these conflicts effectively is crucial to maintaining a positive work environment. This article will guide you through strategies for resolving such disputes, ensuring your kitchen remains a place where culinary creativity thrives alongside professional respect.

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Cristian Marino

Culinary Consultant & Executive Chef | Author of 'The 10 Rules of the Chef in the Modern Era' | Transforming Dining…
Maverick A. Young, D.

1 Listen First

Active listening is the cornerstone of conflict resolution in any setting, including the culinary world. When a disagreement arises, take the time to fully understand your subordinate's perspective without interruption or judgment. By showing that you value their input and are willing to hear their side, you create an atmosphere of mutual respect. This approach can often defuse tension and pave the way for a constructive dialogue, where both parties feel heard and understood.

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Maverick A. Young, D.
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Active listening is the secret sauce for resolving kitchen conflicts. Taking the time to truly understand your team member's perspective, without interrupting or judging, goes a long way. It shows you value their input and fosters mutual respect. This can diffuse tension and open the door to a constructive conversation where solutions are found, not just blame.

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Yago Crego

Chef
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La comunicación verbal es fundamental, hay que ser empáticos y no dejarse llevar por las suposiciones. Es bueno llevar la conversación siempre en un ambiente privado y relajado. Utilizar la inteligencia emocional es clave para comprender al subordinado y llegar a la resolución de conflicto

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Cristian Marino

Culinary Consultant & Executive Chef | Author of 'The 10 Rules of the Chef in the Modern Era' | Transforming Dining Experiences Worldwide
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Listen First: Take the time to understand each perspective before reacting. In my experience, truly listening to team members fosters trust and opens up a constructive dialogue. This approach has often led to uncovering underlying issues that might not have been apparent initially. This aligns with Rule 3, "Help Each Other," from my book, "The 10 Rules of the Chef in the Modern Era." Understanding your team’s concerns is key to building a supportive work environment.

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Markus Kirchd?rfer

Küchenleiter und Springer
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Jeden Tag jeden Mitarbeiter mit Handschlag begrü?en und Zu h?ren Zu h?ren und abermals zu h?ren. Nur so kann man sofort erfahren wo der Schuh drückt

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2 Communicate Clearly

Clear communication is vital when resolving conflicts. As a culinary manager, articulate your expectations and concerns without ambiguity. Use "I" statements to express how certain actions affect the team and the service. Avoid assigning blame, which can escalate the situation. Instead, focus on the issue at hand and discuss potential solutions. By maintaining a calm and professional tone , you foster an environment where subordinates feel comfortable sharing their thoughts and working towards a resolution.

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Cristian Marino

Culinary Consultant & Executive Chef | Author of 'The 10 Rules of the Chef in the Modern Era' | Transforming Dining Experiences Worldwide
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Communicate Clearly! Ensure your messages are straightforward and easily understood. Clear communication is essential for effective conflict resolution. I always strive to articulate my thoughts concisely to prevent misunderstandings and ensure alignment. This professionalism is highlighted in Rule 7, "Don't Take It Personally," from my book, The 10 Rules of the Chef in the Modern Era. Not taking things personally and being open to feedback helps maintain objectivity and fosters a positive work environment.

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Yago Crego

Chef
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Siempre escuchar primero al subordinado y dejarle terminar sin interrupciones. Responderle de forma neutra y relajada y ponerlo en situaciones contrarias para intentar darle el punto de vista opuesto y llegar a hacerle entender la vision del compa?ero.

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3 Problem Solve

Collaborative problem-solving is a technique that involves working together with your subordinates to find a solution that satisfies everyone involved. Encourage your team to come up with ideas on how to address the conflict, and consider their suggestions seriously. This not only helps in finding a practical resolution but also empowers your staff by making them part of the decision-making process. A solution reached collectively is more likely to be accepted and adhered to by all parties.

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Yago Crego

Chef
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Una vez se ha abordado el conflicto, resolverlo puede depender de un acuerdo entre ambas partes o tratar de encontrar una resolución creativa que contente a todos. Hay que liderar siempre fomentando el respeto de los diferentes puntos de vista, ayudar para que enfoquen las criticas y el estrés de la mejor manera posible y siempre motivar al equipo

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4 Set Boundaries

Establishing clear boundaries is essential for preventing future conflicts. Make sure that roles and responsibilities are well-defined , and that everyone in the kitchen understands the standards of conduct and performance expected of them. When boundaries are crossed, address the issue promptly and reinforce the guidelines that have been set. Consistency in enforcing these boundaries will help maintain order and respect within the team.

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5 Offer Support

Offering support to your subordinates can go a long way in resolving conflicts and preventing them from recurring. Whether it's providing additional training, resources , or simply lending an empathetic ear, showing that you're invested in their success can improve morale and strengthen the manager-subordinate relationship. Remember, a supported team is more likely to work cohesively and be proactive in addressing issues before they escalate.

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6 Follow Up

After a conflict has been addressed, it's important to follow up to ensure that the resolution is being implemented and that no new issues have arisen. This can be done through regular check-ins or feedback sessions. By keeping the lines of communication open , you demonstrate your ongoing commitment to a harmonious workplace and your team's well-being. Follow-up also provides an opportunity to adjust solutions as needed and to acknowledge improvements, which can further enhance team dynamics.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Here's how you can resolve conflicts between culinary managers and their subordinates effectively.

1

2

3

4

5

6

7

1 Listen First

2 Communicate Clearly

3 Problem Solve

4 Set Boundaries

5 Offer Support

6 Follow Up

7 Here’s what else to consider

Culinary Management

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Here's how you can resolve conflicts between culinary managers and their subordinates effectively.

1

2

3

4

5

6

7

1 Listen First

2 Communicate Clearly

3 Problem Solve

4 Set Boundaries

5 Offer Support

6 Follow Up

7 Here’s what else to consider

Culinary Management

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