What do you do if your culinary staff is underperforming?

As leaders, it's crucial to delve into the reasons behind our team's performance by constantly asking "why" and digging into the root causes. The concept of asking "why" five times to uncover the root issue is a powerful tool in this regard. However, as managers and leaders, we may sometimes hesitate to confront these root issues because it could reveal our own faults. Nevertheless, effective leaders understand the importance of acknowledging these faults, as it's the first step towards improvement. The next step is to understand what motivates our staff.By asking them about their motivations, goals, and aspirations. When leaders tap into the root issue and align with employee motivations, progress can be made in the right direction.

Assess Performance: Begin by objectively evaluating the performance of individual staff members as well as the team as a whole. Identify specific areas where performance is lacking, such as quality of dishes, speed of service, adherence to food safety standards, or teamwork. Identify Root Causes: Determine the underlying reasons for the underperformance. It could be due to lack of skills or training, poor communication, low morale, inadequate resources, or other factors. Talk to the staff individually to understand their perspectives and challenges.

Before all we need to observe how is doing overall. For instance if starts working on time, remains organised and clean. How he/she communicates with the rest of the staff. Sometimes is due to personal issues and lack to perform all the above could relate to it. Otherwise we could give them the chance to do something more creative, create a situation or a problem and then ask for his/her opinion. This is a way that gives them reassurance and make them feel trusted by their employer. We all need a pat at the back and someone to tell us that we are doing well. So my advise is that after we regain their trust and confidence we can have a talk for the issues and the mistaked that have occured. In this way the employee is more open to listen.

As leaders, it's crucial to delve into the reasons behind our team's performance by constantly asking "why" and digging into the root causes. The concept of asking "why" five times to uncover the root issue is a powerful tool in this regard. However, as managers and leaders, we may sometimes hesitate to confront these root issues because it could reveal our own faults. Nevertheless, effective leaders understand the importance of acknowledging these faults, as it's the first step towards improvement. The next step is to understand what motivates our staff.By asking them about their motivations, goals, and aspirations. When leaders tap into the root issue and align with employee motivations, progress can be made in the right direction.

The one thing I have found as an employee is that even the smallest amount of training for even the smallest of tasks in a workplace encourages the employees to take responsibility and ownership of tasks they feel prepared for.

Au niveau des formations...Nous devons établir un programme permanent de formation pour les employés et les sensibiliser au niveau du problème.

The one thing I have found as an employee is that even the smallest amount of training for even the smallest of tasks in a workplace encourages the employees to take responsibility and ownership of tasks they feel prepared for.

Une stratégie qui ne donne pas de bon résultats automatiquement en doit la changer ... Mobiliser le personnel pour effectuer un bon travail...

Surveillez les progrès...chercher les fautes à corriger et surtout contr?ler les petits détails... être plus proche de vos clients et entendre leurs remarques...