Kitchens are high-pressure environments, and with high pressure comes stress. People handle stress differently, and for some it may mean not contributing to a positive work environment or making a work environment less-than-ideal for the team.
The good news is that this type of work environment can be fixed, and we’ve got some practical advice from Chef Asma Khan on how to do this.
Positive Change Comes from the Top
As a leader, you can and should be the catalyst for positive change in the kitchen. Live by the example of what a positive kitchen should be, and this can be done by setting up a framework of positive culture.
It should not just be a piece of paper shared with the team, but through behavior, setting the example for the greater team of what is acceptable and not.
Set Up a Framework to Live By
“I think that the most important thing for me in a fair kitchen is that you should know that if you have a problem, there is a system in place for you to address it. You know, start conversations with your team and your management group. With the conversations comes change,” says Asma Khan, Chef and owner at Darjeeling Express.
When you create a framework of positive culture for your kitchen, you should think about and include the following pillars:
Respect
Respect should be the cornerstone of every work environment: respect for yourself, and mutual respect. Everyone is different, and respecting what makes a team diverse, and using those differences for good can go a long way to building a positive environment.
Respect also means that team members respect each other enough to end negative practices like bullying, name-calling or aggression.
Equality
The team should see each other as peers. This doesn’t mean there isn’t hierarchy in the kitchen, but equality in a positive kitchen means your team can reach out and have conversations without fear.
Understanding
Understanding in the positive kitchen framework means that you foster a sense of understanding for your team’s home life, work life, and family, but also know what they’re capable of and motivating them to be their best at work.
Have regular team chats, get to know your team, so you know how best to support them. You could even try informal chats during family meals to get to know the team, and for them to get to know you and each other.
Support
Pull Quote: “You build teams because your team is the person who would back you up on the night when things go wrong.”
Support comes in many formats. Support means that when you see a team member behaving differently, you can reach out and see how you can help. It also means that as the leader, you jump in on the line when you see the pass is too busy for the team to handle.
“You need to have that relationship where there is no blame game. Everybody stands by you like a rock behind you. You want that as a head chef,” adds Khan.
The key to having support is being supportive and knowing your team well enough to spot if something is amiss.
Be the Catalyst for Change, Chef!
At the end of the day, you want your team to perform like a solid unit each shift, and for this to happen, and for them to stand behind you, you need to live by the examples and frameworks that you are setting out for them: Respect, equality, understanding and support.
By living these values, you can be the catalyst for positive change in your kitchen.
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