You're struggling with high staff turnover in the kitchen. How can you maintain a positive culinary culture?

It's all about making a team.Coach them ,guide the team , make them learn and above all show them the vision for what the team is working . Always be with the team when they do wrong and teach them about the right way to do and when they do something good praise them in front of everyone. Be with the team always. It's a leader who grows along with the team and don't have to be the manager.

Foster culture of Growth, Ownership and Respect !!! It's really important that people around you and in absence of you feel respected and valued for the work they are doing. This is not something you can achieve by just giving rewards at the end of the month. Seldom it's seen directions being flown from top to bottom if only some explanation is added to those directions it can turn from mechanical task completion to ownership driven tasks which further results in excellent customer experience. Help your team learn new things, help them grow, help them learning new skills, involve them in new initiatives in groups or the way you feel right. Promote Work Life Balance !!!

It can be challenging but a few key areas that are crucial: Strong leadership - effective and supportive, leading by example and showing respect for your team Clear communication - Open and transparent. Ensure the entire team is aware of expectations and changes. Always kept informed. Development - continuous training and development. This demonstrates management values their growth. Other areas to consider: Recognition, Team building, Employee feedback, promote work-life balance within teams, and career progression.

Key Strategies Foster a Positive Work Environment Open Communication: Encourage honest dialogue and feedback. Recognition: Regularly acknowledge achievements and efforts. Respectful Culture: Ensure everyone feels valued and respected. Professional Development Opportunities Ongoing Training: Offer continuous education and skill-building workshops. Career Advancement: Provide clear pathways for career growth. Improve Working Conditions

From my experience, it's all about working together and communicating. If you don't know why staff keep leaving, you won't be able to solve the problem. Fostering an open and honest culture, creating a trusting and safe environment, will ensure team members feel valued and are able to speak up when there is a problem. Regular team meetings, 1:1 talks with staff, giving everyone the chance to grow and develop (not just those who are the most vocal). Once staff know that there is a desire for change, they will feel more comfortable and secure, and more likely to stay.

El empleador due?o de un restaurante o el gerente debe crear programas de reconocimiento laboral por desempe?o. También es importante que cuando un empleado haga aportes significativos para mejorar los procesos en la cocina, estos sean reconocidos por sus superiores, en ocasiones pasa que los buenos empleados aportan muy buenas ideas, estas son aplicadas en la empresa pero nunca dan los méritos a quien los merece.

Celebrate the wins. We are so quick to notice all the bad that happens and corrective actions, but we sometimes forget to celebrate all the amazing things that the team accomplished.

As a leader, demonstrate the behavior and work ethic you expect from your team. Clearly articulate the goals and standards. When staff understand the bigger picture, they feel more connected and motivated. Offer support and understanding to new employees. Pair them with experienced mentors to ease their transition. Create a positive atmosphere where staff feel valued and respected.

La idea del reconocimiento laboral es poco aplicada desde anta?o y muy excepcionales son los casos de las empresas que reconocen estos hechos. Lamentablemente siempre habrá algún gerente o supervisor, que quiera lucirse con el trabajo o propuestas de un operario, aclaro no son todos los casos. Y cuando esto sucede, es cuando más atención se debe prestar a estas situaciones para no desmoralizar al equipo y evitar la alta rotación de personal. Y cuando hablamos de reconocimiento no se trata de económicos, es reconocer el esfuerzo del operario con un gesto, un gracias por tal o cual esfuerzo, unas palabras, etc.

Totalmente y ante todo transparencia si es que hay una pirámide jerarquizada entre encargados de área supervisores, gerentes generales y due?os. Todo personal debe ser reconocido lo más cotidiano posible. Es un hecho y está comprobado que la motivación ayuda a generar un mejor ambiente laboral. Y no la denigración como pasa mucho en el rubro por abundancia de ego personal.

This is always an area that can make or break whether or not a potential new hire will accept an offer or an opportunity to retain a current employee. Knowing what your companies budget is first and foremost. You can not offer more than you can pay, so know your numbers. Offering benefits to employees besides medical and 401K, and utilize monthly/quarterly/annual performance reviews to assist along the way.

I always say to my guys and gals please don't ask me for a raise just keep doing your best for our customers and you'll be paid what you're worth.

Esto es la base de las motivaciones para todo los profesionales del medio además de tener un ambiente laboral bueno con el equipamiento necesario para cumplir las tareas requeridas Esto nos ayuda a mantener un ambiente laboral bueno y tener motivado a los muchachos

This is a tough one. Because I have seen the best workers turn into the most troublesome employees after raises or promotions. If mentored correctly and shown the right way by leading by example and showing what continued hard work has to offer. In my opinion will build a stronger and more loyal employee.

Los salarios deben estar acorde aplicado bajo alguna regularización por parte del estado para que puedan ser calificados y estandarizados los salarios acorde a la capacitación del personal y sobre todo acorde a las responsabilidades de cada funcionario.

Always show the path where they want to reach within a year and train them accordingly.every individual want to climb each steps Definitely person will give valuable time

Investing more in our staff, implementing new systems and ways of work, innovating and providing a great equipment to work with to facilitate a better service and a better way of work, clear development plan for the next few years, explaining to our staff the company plans for expansion and growth.

Also is very important to achieve this growth, having a experience management, they Will made growth also the knowlege of the employees, not everybody is moving for position.

I consider it important and genuine to create opportunities for professional growth to maintain a positive culinary culture and reduce staff turnover. Offering clear career paths, whether through sponsored education, internal training or promotions, shows employees that they have a future in the organization. This investment in staff development fosters loyalty and commitment, encouraging them to stay and grow within the company, benefiting both the team and the business.

Es muy importante la capacitación del personal de cocina, al estar capacitado se siente motivado a trabajar mejor por la empresa. Es ideal crear programas de capacitación culinaria que le permitan al empleado profesionalizar sus conocimientos, conocer nuevas tendencias e innovar en la cocina. Con el tiempo usted invierte en sus empleados pero sus empleados se sienten motivados a dar lo mejor de si, para su empresa.

I’ve read some of the comments. And as much as I agree I have to disagree. In the beginning of my career, there was absolutely no work and home life balance. Yes it wasn’t the best, but as I excelled and laid the groundwork for my employers to see my hard work, dedication and work ethic has allowed me to be offered and accept some pretty nice positions with great salaries. And now yes I do have that balance. If you come into this industry with the mindset that you deserve this or that you’re choosing the wrong career. Sacrifice now and enjoy later. Prove to not only yourself but all around you that you are someone that can handle the workload. I was always taught that if I had to be there 14 hours a day I had the wrong staff working for me.

In this case always have to be a balance, between the low season and high season. And the company should invest in manpower always is requiered. For another side the efficiency of the workers never is going to be the same.

Working in the food industry for almost 15 years I never found a work life balance. This is part of the lifestyle. I'm finding more and more that salaried chefs are required to work more hours for the same pay, don't get paid overtime, and offering unlimited pto is a trap. Allowing your hourly staff to stick to a schedule and have days off is key. As the chef your best shot at work life balance is training your staff to run the kitchen efficienctly in your absence so you can take a day off. Learn to delegate tasks and take things off your plate so you don't have to live at work.

El trabajo por turno 4x4 y 7x7 es significativamente más atractivo en este tipo de trabajos, donde los horarios son extensos y los descansos cortos.

While the insights are valuable, they must address the practical challenges of implementing flexible schedules and managing time off requests in an industry known for its unpredictable nature and high demand. On the negative side, fair compensation for overtime can significantly increase operating costs, which can be a challenge for some establishments, especially smaller ones. The article lacks specific details on how to effectively implement these recommendations, I believe that the strategy to achieve balance is effective planning.

Just got done with doing an Executive Chef job at a Large Operation. What we Lacked in was Communication. Communication is the Success of any Company. Be approachable for your Staff, when we aren’t Visible for our Associates it send a really bad message.

Treat your team the way you want them to operate. Treat your team like professionals because they are. Hold a high standard on how to operate and communicate hard topics. Even if you know some of the information will not be retained, they will remember that in your department, I was considered important.

Honest, open communication is the only street that leads us into the real world… Mentored and supported self-evaluations in the process is critical in order to also bring self awareness that will lead and guide self driven individuals into the long term developmental growth, it should be a big deal in organizations the growth that comes from within.

Open communication is key. Without it nothing gets accomplished, solved or brought to the table. I am a working chef so I also garnered respect by working with my team every night. Cooking, washing dishes, trash, mopping you name it. If you do it, they do it and try harder Promoting creativity is key in my kitchens. You learn, you experiment when time permits and you critique. Great ideas come from this

I think this is the most important and overlooked. Anytime we talk policy or procedure we MUST be sure to focus on the WHY. if we share with our teams why something needs to be done we are more likely to gain not only their buy-in, but also their support and dedication to the change. Our employees are our PARTNERS in our success...we need to treat them as such

In a thriving kitchen, 3 Key rules: 1. Mutual respect - forms strong relationships. When team members treat each other with dignity, value one another’s contributions, a positive culture emerges. Active listening, empathy, and valuing diverse perspectives foster an environment where everyone feels heard and appreciated. 2. Employee recognition - boosts morale. Whether it’s acknowledging a chef’s innovative recipe or praising a line cook’s precision, celebrating achievements boosts motivation. 3. Open communication - fosters trust. An open dialogue among kitchen staff is vital. When team members freely express their thoughts, concerns, and ideas, trust grows. Active listening without judgment fosters understanding and strengthens bonds.

Build a Strong Onboarding Process: A thorough and welcoming onboarding process can make new hires feel valued from the start. Provide them with the necessary resources, training, and support to integrate smoothly into the team. Emphasize Your Culinary Vision and Values Clearly communicate your culinary vision and values to your team. When employees understand and align with the mission and goals of the establishment, they are more likely to stay engaged and committed.