Building and retaining a great culinary team is essential for the success of any food service operation. Here’s how to do it!
Qualities to look for when recruiting new culinary team members.
When recruiting new culinary team members, it’s crucial to look for candidates with experience, passion, leadership skills, and future plans in food service.
- Experience: Relevant industry experience, technical skills, and a proven track record.
- Passion: Genuine enthusiasm for the culinary arts and a desire to continuously improve.
- Leadership Skills: Ability to manage, lead, and work through issues, with specific examples of past experiences.
- Future Plans: Clear career goals and alignment with the organization’s mission.
How businesses can create a positive work environment that encourages employee retention.
Creating a positive work environment requires asking employees what keeps them motivated and addressing both positive and negative feedback. Employee retention is achieved through engagement, which is the backbone of your team’s success.
- Feedback Mechanism: Regularly ask for and address positive and negative feedback.
- Feedback and Engagement System Implementation: Develop systems to maintain effective practices and engage staff through manager meetings and annual reviews.
- Recognition: Praise employees regularly, celebrate successes, and involve them in decision-making processes.
- Referral Programs: Encourage employee referrals and recognize their contributions. This can boost morale and retention.
All team members are responsible for engagement, with no single employee bearing more responsibility than another.
An example of an employee review scorecard:
Employee Annual Review Process & Scorecard
1. Review of Personnel File
- Disciplinary Records:
Check for any disciplinary actions in the past year. Evaluate the severity, the employee’s response, and any corrective actions taken.- Scoring:
- First written warning: -4 points
- Final written warning: -8 points
- Clean record: 1 point
- Average employee score: 1 point
- Scoring:
- Recognition and Awards:
Look for any positive acknowledgments such as Employee of the Month, perfect attendance, or other awards.- Scoring:
- Each award: 2 points
- Average employee score: 4+ points/year
- Scoring:
- Professional Development:
Note any new certifications, in-service training, or workshops completed. This reflects commitment to growth.- Scoring:
- Each training or certification: 1 point
- Average employee score: 8+ points/year
- Scoring:
- Peer Feedback:
Include any positive recommendations or feedback from co-workers.- Scoring:
- Each positive note: 1 point
- Average employee score: 2+ points/year
- Scoring:
2. Performance Assessment
- Direct Supervisor Evaluation:
Review feedback from the employee’s direct supervisor over the past year.- Scoring:
- Positive feedback: 2 points
- Negative feedback: -2 points
- Average employee score: 2 points/year
- Scoring:
- Personal Observations:
Reflect on your own observations of the employee’s performance, attitude, and contribution.- Scoring:
- Positive feedback: 2 points
- Negative feedback: -2 points
- Average employee score: 2 points/year
- Scoring:
- Achievements and Contributions:
Identify areas where the employee has gone above and beyond in their work.- Scoring:
- No feedback or negative feedback: 0 points
- Positive feedback: 2 points
- Average employee score: 2 points/year
- Scoring:
3. Compensation Review
- Market Salary Comparison:
Compare the employee’s current salary with market rates for similar positions to ensure competitiveness.- No score assigned; notes only.
4. Career Growth Potential
- Opportunities for Advancement:
Assess potential for career growth within the organization, considering the employee’s skills and aspirations.- No score assigned; notes only.
5. Overall Evaluation
- Summary of Performance:
Summarize the employee’s performance over the past year, highlighting strengths, areas for improvement, and potential career paths within the organization.- No score assigned; notes only.
6. Overall Scoring & Interpretation
- Total Employee Score:
Add up all scores from categories 1 and 2. - Benchmark Score:
20 points - Evaluation Interpretation:
- Above 20: High-performing employee with strong potential.
- 20: Average performance, meeting expectations.
- Below 20: Underperforming, may need improvement.
Example Employee Annual Review Scorecard
| CATEGORY | CRITERIA | SCORE RANGE | EMPLOYEE SCORE | COMMENTS |
| Review of Personnel File | Disciplinary Records | -8, -4, or 1 | ||
| Recognition & Awards | 0 to 10+ | |||
| Professional Development | 0 to 10+ | |||
| Peer Feedback | 0 to 5+ | |||
| Performance Assessment | Direct Supervisor Evaluation | -2 to 5+ | ||
| Personal Observations | -2 to 5+ | |||
| Achievements & Contributions | 0 to 5+ | |||
| Compensation Review | Market Salary Comparison | Notes only | N/A | |
| Career Growth Potential | Opportunities for Advancement | Notes only | N/A | |
| Overall Evaluation | Summary of Performance | Notes only | N/A |
Additional Considerations
Self-Evaluation / Employee’s self-assessed score: ___
Manager’s Final Notes:
Final Summary & Action Plan:
Strengths:
Areas for Improvement:
Career Path Opportunities:
Development Goals for Next Year:
Strategies for effective employee engagement in food service.
Employee retention thrives on engagement and every team member shares this responsibility equally. Educate employees about this during their initial interview, through the onboarding process, and reinforce it during regular check-ins, reviews, and in your recognition programs.
- Regular Check-Ins: Engage with staff daily, showing interest in their personal and professional lives.
- Performance Reviews: Conduct quarterly and annual reviews to provide feedback and set goals.
- Recognition Programs: Implement programs for perfect attendance, referrals, and outstanding performance.
- Rounding: Engage in casual, informal interactions with staff to build rapport and show appreciation.
Practice “rounding” daily to engage with staff, get to know them personally, and acknowledge their contributions. The personal touch fosters a strong team environment and shows employees that their efforts are valued.
Rounding is a practice of casually interacting with employees. It’s about taking a few minutes to engage with them in a relaxed setting—catching up, chatting informally, and building rapport. It’s not a formal meeting, but more of a casual “hangout” where you can connect on a personal level.
How to handle conflicts and issues within the culinary team.
Handling conflicts requires a transparent system and this needs to be outlined in your employee handbook. Inform applicants about the conflict resolution process during interviews and ensure employees understand the process and sign it upon hire.
Proper documentation and having another team member present during mediations are crucial. Regularly update and educate staff on conflict resolution protocols to maintain a harmonious work environment.
A transparent conflict resolution system includes:
- Documentation: Properly document all conflicts and resolutions.
- Employee Handbook: Clearly outline the conflict resolution process in the handbook.
- Training: Regularly update and educate staff on conflict resolution protocols.
- Mediation: Ensure another team member is present during mediations for transparency.
The importance of ongoing training and development for culinary staff.
Ongoing training and development are vital for maintaining high standards and achieving business goals. Define the mission clearly and develop a roadmap with your team. Provide continuous training, utilize resources from vendors and auditors, and involve staff in developing their skills. Transparency about the organization’s status, even during tough times, fosters trust and loyalty among employees.
Continuous improvement and skill development includes:
- Clear Mission and Roadmap: Define the organization’s mission and create a development roadmap with the team.
- Regular Training: Provide continuous training and utilize resources from vendors and auditors.
- Skill Development: Involve staff in developing their skills and offer opportunities for advancement.
How to motivate your team to consistently deliver high-quality food and service.
To motivate your team, hire individuals who are already motivated and passionate. Provide tools and opportunities for learning and creativity. Set standards, conduct audits, hold employees accountable, and praise their achievements. Engage with frontline workers to gather insights and support them in maintaining high-quality service. Celebrate the wins and take the time to enjoy the successes. Acknowledging and rewarding hard work keeps the team motivated and driven. Ensure there’s always a tangible reward or “carrot” to strive for, maintaining high morale and motivation.
Hiring motivated individuals, setting standards, and celebrating successes includes:
- Hire Passionate Staff: Recruit individuals who are already motivated and passionate.
- Tools and Opportunities: Provide the necessary tools and opportunities for learning and creativity.
- Accountability and Praise: Set standards, conduct audits, hold employees accountable, and praise their achievements.
- Celebrate Wins: Acknowledge and reward hard work, and celebrate successes with the team.
Innovative ways to recognize and reward outstanding employees.
Recognize and reward employees through daily kudos, weekly recognition for exceptional performance, and monthly awards. Implement programs for perfect attendance and referrals, and set goals and campaigns to showcase achievements.
As you engage with your staff, take notes on their interests and favorite activities. When rewarding them, choose personalized gifts, such as gift cards to their favorite places, to show you value their contributions and significance
Personalized and regular recognition may include:
- Daily and Weekly Recognition: Give kudos and recognize exceptional performance regularly.
- Monthly Awards: Implement monthly awards for outstanding employees.
- Personalized Rewards: Choose personalized gifts, such as gift cards to their favorite places, to show appreciation.
How to balance the need for experienced staff with the benefits of hiring and training new talent.
Balancing experienced staff with new talent involves blending established knowledge with fresh perspectives. Experienced staff bring valuable skills and a strong foundation, but their methods may sometimes be outdated. On the other hand, training new talent takes time and resources to establish a foundation, but they bring innovative ideas and adaptability to new technologies. By integrating both, you ensure your team benefits from a solid, time-tested base and fresh, modern approaches. Maintaining an even ratio of experienced to new talent creates a dynamic and resilient team. This blend ensures your “house” will last over time, weathering any industry changes.
Integrating experience with fresh perspectives may include:
- Experienced Staff: Provide a strong foundation and valuable skills.
- New Talent: Bring innovative ideas and adaptability to new technologies.
- Blended Approach: Maintain an even ratio of experienced to new talent to create a dynamic and resilient team.
An example of a successful team-building initiative I’ve implemented:
One effective team-building initiative I implemented was an in-house referral program. Recruiting staff in our industry is challenging, and external platforms can be expensive and unreliable. By incentivizing employees to refer qualified candidates, we reduced recruitment costs and improved the quality of new hires.
Employees are the best recruiters, as they can accurately describe the day-to-day work, our mission, and our goals. This program not only brought in reliable staff but also fostered a sense of ownership and commitment to the team’s success.
In-House Referral Program:
- In-House Recruitment: Incentivize employees to refer qualified candidates, reducing recruitment costs and improving hire quality.
- Employee Engagement: Foster a sense of ownership and commitment to the team’s success through the referral program.
The role leadership plays in building and retaining a great culinary team.
Leadership is crucial for building and retaining a great culinary team. Every employee should exhibit some form of leadership, from caring for their workstations to managing sub-departments.
For example, a staff member working in the dish station who takes ownership of their supplies and equipment contributes significantly to the team. Similarly, a general manager leading a team and its sub-departments exemplifies leadership.
A great team comprises individuals who can step up and fill in as needed. In the food service industry, we build strong bonds by working side-by-side in challenging conditions. This shared experience fosters a family-like environment where we lead with compassion and support one another.
Leadership at all levels includes:
- Every Employee as a Leader: Encourage all employees to exhibit leadership, from managing their workstations to leading sub-departments.
- Building Bonds: Foster strong bonds by working side-by-side in challenging conditions.
- Supportive Environment: Lead with compassion and support one another, creating a family-like environment.
Addressing Common Reasons for High Turnover
The top reasons people leave the food-service industry often boil down to time and money. The long hours and relatively low pay create a poor work-life balance, making it challenging, especially for those looking to build a family. Additionally, there are limited opportunities for salary increases without changing positions or locations, which can lead to low incentives to stay.
Poor management is another significant factor driving people out of the industry. Employees often leave because of a supervisor they can’t relate to or who clashes with the team. It’s crucial to have management that understands and supports staff.
As employees move up in the food service career path, they may also feel a loss of the creative “art” side of the work. Balancing the art and business aspects can be challenging, and many leave because they miss focusing on their creative skills.
To keep staff engaged for the long run, we focus on a few key strategies:
- Regular Communication (rounding): I stay in constant contact with employees, ensuring their career goals align with the organization’s future. This helps them see a clear path forward.
- Understanding Personal Lives: I make it a priority to know what matters to them personally and ensure their roles allow for family time and a healthy work-life balance.
- Creative Opportunities: I give staff with a passion for the creative side of food service chances to flex their artistic skills on projects that need creativity.
- Effective Management: I work closely with my management team to create a healthy, supportive work environment. This includes following organizational guidelines and prioritizing staff retention by addressing their needs.
By focusing on these areas, we’ve found success in keeping employees engaged and motivated for the long term.