The Power of Recognition Pt. 1

I genuinely love the restaurant industry. For anyone who hasn’t worked in it, I describe it a lot like working on a pirate ship in the old west. It’s wild, different every night, with lots of swearing, unsure who is really steering the boat, and “why is the rum (Jameson) always gone?”.?

Imagine your bustling kitchen, a chaotic dining room, and a stressed-out team. It's a common scene in the restaurant industry. Amidst the chaos, there are often unsung heroes as well as culture mutineers that are shaping and forming your restaurant's culture. And more often than not, you have no clue that it's happening!

But are you seeing them?

?? If you’re not ready to take action today, go back to doom scrolling TicTok instead of reading this on the shitter ??

Recognizing and rewarding core value behavior is more than just a “nice gesture”. It's a strategic move that significantly impacts your restaurant's culture, employee morale, and overall performance. Recognizing an A-Gamer impacts them (and the rest of your team) in two VERY specific ways.

1. The A-Gamer has no desire to be looked at as “the same” as the rest of the B and C level performers that your current culture tolerates. Think about it. If someone cares enough to do the things that the other 95% of your employees won’t or don’t think to do, they are looking for a place to belong that matches their energy and efforts. NOT recognizing is the same as going up to them and telling them they’re the same as everyone else.

1. Recognizing the A-Gamer forces the B level employees to step their shit up, and the C level to realize that maybe this isn’t the right place for them. What great things could you accomplish if being an A-Gamer was the norm?? Or at the very least, your recognition of A-Gamer behaviors set the tone and pace of your restaurant INSTEAD of the C-Level inmates running the asylum?

Recognizing strategic behaviors directly increases profitability, and is THE BIGGEST PART OF ONGOING TRAINING! While I’m not saying you have to recognize staff for “doing their job”, I’m recommending recognizing specific behaviors that directly connect with GX, Employee EX, Increased sales, reduced waste. All behaviors that result in high profitability, higher sales, lower costs.? (HINT = If you set a goal to improve in some specific area in 2025 or Q1… recognize that shit!). Training should NEVER stop after the first few shifts an employee works! If it does, congratulations, you’ve just narrowed down 90% of your culture problems!

It’s a universal truth, but you don’t train just to “get it right”, you train so you CAN’T get it wrong. If I stopped potty training my son the first time he hit the water in the bowl and just left him to his own devices, our bathroom would look like a fish tank after coming home from a 3 week vacation! So why in God’s name would you quit training, recognizing, and reinforcing culture and values after 3 days of training in your restaurant?

I know how this happens in restaurants all too well. I’ve lived it. I’ve seen it. I’ve trained and been trained like this. It’s time to stop the madness.

Check back Saturday Morning for Pt. 2 with your clear-cut strategy to spot, change, and implement something better, Including an OVERLY descriptive prediction and glimpse into what’s happening RIGHT NOW in your restaurant.

I dare you to read Pt.2 Saturday and tell me I’m wrong!

#culture #employeeengagement #leadership #2025 #restaurantculture