Editor’s note: Creating Great Chef Kitchen Teams was originally published in April 2018 and most recently updated in May 2022.
You’ve done the (likely very) hard yards in the kitchen and you’re now leading the team. Congrats on the graft paying off and for attaining that long-held goal.
But just like any other promotion, leading a kitchen team comes with its own set of fresh challenges.
Chef leaders should inspire, motivate and educate staff. So this month we’re looking at how to create a great chef kitchen team. Specifically how you can lay the groundwork for a team that communicates, cooperates and innovates in your kitchen.
What are the characteristics of a great kitchen team?
Successful teams encourage team members to share ideas, consider solutions and solve problems together. Good teams benefit individual members by offering added support and opportunities for development.
Successful teams typically have the following:
- Clear communication
- Commitment to their roles
- Responsibility and accountability
- Diverse perspectives and experiences
- Shared culture
- Goal-oriented mind set
- Open to learning
- An effective leader.
A positive work environment generates a drive to succeed, knocks down the walls that may exist between staff, and helps to encourage employees to put the operation’s success at the forefront of their goals.
Creating great chef kitchen teams – the role of recruitment
Your success as a senior chef, manager and leader will be measured on the basis of your team’s daily performance and successes.
The fastest way to build a great chef team is by hiring well. Bringing people on board who are a fit for your team, its goals, its culture and its mission.
Consistent, reliable chef talent is frequently marked by ability, attitude, enthusiasm, attention to detail and willingness to put in the hard yards. Hiring based on these factors and being clear on what you’re looking for in a hire, will ensure that staff retention rates go up, alongside team motivation and loyalty.
Attitude
Many things that happen in kitchens are beyond your control – who called in sick, what piece of equipment suddenly broke down, the traffic jam that delayed an important food delivery.
You can, however, control how you react. That will directly influence how staff deal with problems too. More often than not, team members reflect the attitude of their leader. That’s why it’s vital the lead chef sets and maintains a positive attitude in their kitchen.
Creating great chef kitchen teams – keep doors and minds open
Communication is the cornerstone of any great team. It’s vital that team members’ opinions can be shared and heard, without early dismissal or judgement.
In times gone past, more junior kitchen team members speaking up or out might have heard a stock answer, ‘If you don’t like it, go work somewhere else.’
Times have changed and with it the expectations of people who now work in commercial kitchens. Team members must be allowed to voice their concerns and find you willing to listen and eager to help.
Most of the time, a frustrated employee is one who started out with a very simple issue, but never got the opportunity to express his or her feelings. Being heard and to taking part in the resolution process can help affirm their sense of participation and ‘ownership’ in the operation of the kitchen. As well as giving them a better level of overall job satisfaction.
As their leader, coach them on finding a solution and help them put that solution into action. Allowing them to vent their frustrations (at an appropriate time and in a constructive manner) goes along way towards building a better environment for the whole team.
Read: Chef Stress and Kitchens
Delivering on what you say
Integrity is as an important quality in kitchen leaders. Being honest, keeping your word and not making promises to your team that you know can’t be kept are vitally important in creating a dream kitchen team.
Creating great chef kitchen teams – inclusion
When you are writing new menus or changing policies, involve the team. This affirms team member status, and lets you tap into their wealth of knowledge and experience to boot.
By involving team members in the decision-making process you should increase commitment levels to delivering change. New policies and menu changes will become part of the culture much quicker when employees know they’ve had a voice in the decision-making.
And finally…
Being a leader in the kitchen is both challenging and rewarding, so always remember to…
Make a plan
Set clear and measurable goals for what you want to accomplish.
Establish the rules
Outline a set of values, behaviours and cultural guardrails so that everybody’s clear on what’s expected of them as a member of your kitchen team.
Give and expect respect
Vital for all team members to ensure their best selves and ideas are brought to work.
Keep the communication going
Vital to running a successful kitchen, and managing a team, even when difficult discussions need to be had.
It’s about the team, always
A team is always stronger when everybody delivers on their individual roles. Ensure that your team members not only understand but support this and want to be their best for the benefit of the team.
Great kitchen teams don’t just come into being, like everything else in the kitchen they require work. But helping team members perform better in their jobs, in an environment that they want to stay and learn in, ultimately makes your own job easier.
Satisfied, motivated team members are productive, loyal employees. This is a win-win situation for everyone – the employee, the operation and – as importantly – the guests that come to the restaurant.
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