In hospitality, like any other industry, feedback is essential for growth and improvement. However, giving feedback—especially constructive criticism—can be tricky. A commercial kitchen is a fast-paced environment, and there’s often little time to pause and reflect. But giving timely, thoughtful feedback is critical for keeping standards high and improving performance.
Done right, constructive feedback can boost morale, encourage growth, and strengthen team dynamics. Done poorly, it can cause frustration, demotivation, or even resentment. So, how do you give feedback in a productive and positive way, without hurting someone’s confidence? Let’s explore the best practices for giving constructive feedback to your crew.
Be specific
The key to constructive feedback is being clear and specific about what needs to be improved. You should focus on particular actions or behaviors that can be addressed, rather than providing general feedback that doesn’t give much guidance.
When giving feedback, Unilever Food Solution Germany’s Chef René-Noel Schiemer starts by praising what’s working, then moves on to the pain points and offers help to improve: “Start conversations with what is working, then talk about how you can turn any issues into learning experiences. Support your team members with guidance on what needs to be done. Then work with them to implement the solution the best way.”
Make sure it’s feedback and never abuse
Keep the communication respectful and compassionate. The kitchen is an intense environment, but this doesn’t mean anger and aggression should be tolerated. Even in the busiest periods, you should use uplifting and positive language, that builds your team up both professionally and personally.
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Stacy Carroll, Director of Impact: Women’s Leadership & LGBTQIA+ Programs at The James Beard Foundation, believes a team can keep its high energy without falling into unhealthy behaviors: “People thrive in an environment where they don’t have to be perfect. However, it needs to be a place where we don’t throw things at each other but instead, we can have really constructive conversations”.
Having high standards and expectations can go hand in hand with creating a positive kitchen culture: “I won’t sacrifice discipline - I think it’s necessary for the industry to survive. But it’s important to be very transparent with staff. I’m a disciplined chef and I have high expectations of my staff because I have high expectations of myself. I make it clear what those are going to be and if there are bumps, I’m open to engaging other people to be a part of the dialogue.” says Chef Kathleen Blake, Owner of The Rusty Spoon, Orlando
Want to learn more about promoting mental health and wellbeing in the kitchen? We’ve got you covered in our guide.
Cater to different communication needs
Each member of your team is unique, and this is also true for their preferred style of communication. Talk to them and learn their needs, for example, some members of staff might need visual aids or written instructions.
Vanessa D’Souza, creator of The Autistic Chef, is an advocate for creating inclusive and supportive communication in the kitchen, especially aware of neurodivergent staff: “To create a supportive environment for everyone, leaders should learn about neurodivergence, including autism, ADHD and sensory processing disorders. Talk to neurodivergent colleagues about their kitchen communication preferences and any adjustments they might need. Clear and direct communication is key. Use explicit language and avoid sarcasm or indirect requests.
Also, provide written instructions or visual aids. Routines and predictable workflows help to create a more structured environment. This can benefit neurodivergent individuals. Approach each individual with empathy and respect, recognizing the unique strengths that neurodivergent chefs bring to the culinary team.”
Be a good listener
Feedback shouldn’t be a one-way conversation. Being a good leader in the kitchen also means becoming a good listener and taking onboard your team’s views and opinions. This way you will foster an environment of trust and open communication, that will make everyone feel safe to speak up.
Dianne Araneta, On-trend Flavor Lead at Unilever Food Solutions, highlights the importance of listening to strengthen your bond with your crew: “Be a genuinely good listener. Take the time to understand your team members and respect their views. Communicate with honesty and compassion for others. Be aware of your own bias and set it aside. Speak to each individual with respect, regardless of their age or role. Help them flourish.”
Set up regular feedback sessions
Giving feedback shouldn’t only happen when something goes wrong. Ensure you take time to praise your team too, this will make everyone feel recognized and valued. What’s more, balanced feedback will help you build trust and keep staff morale high.
On top of one-to-one feedback sessions, you should also take time to check in with the whole crew. You could have meetings before or after service, where you listen to each other’s opinions and ideas.
James Brown, Executive Chef, Unilever Food Solutions UK & Ireland, has already implemented this practice: “A culture of open communication is vital. Have regular team meetings before or after service to build this. Share your feedback with the team and listen to what each person has to say. Agree on areas where you can focus and improve. This helps the team feel like they are all working towards a common goal.
Encourage healthy competition in the team and publicly congratulate those who do well. Provide each team member with everything they need to reach their full potential. This could be emotional support or alternative methods of communication.”
Create a growth plan
Giving feedback is not only about pointing out what went wrong. It’s important you also set up a plan that can help the other person improve and move forward. Discuss solutions together, whether it’s more training or offering tips to better cope with the situation in the future.
Fhred Batalona, owner and head chef at Barangay, stresses the importance of providing all the tools to improve: “If the team makes a mistake, be clear about what the problem is, but not in a mean way. People do not respond to aggressive communication. Explain the correct way to do things. Give people time and space to ask questions, to ensure everyone understands. To prevent reoccurring issues, create a plan that addresses the pain points. This helps the team understand the issue so they can develop and learn.”
In Conclusion
In the fast-paced world of hospitality, constructive kitchen communication is essential for success. By fostering open, respectful, and inclusive dialogue, we can create a harmonious and efficient environment for everyone.
If you need a framework for your next 1:1 feedback session, you can check out the 10-step Checklist to Give Compassionate Feedback. And if you’re ready to develop your leadership skills, including how to improve open and respectful communication in the kitchen, enroll now for our free leadership training program.
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