Viewpoint: The three ingredients of a happy kitchen
It's not news that the hospitality industry has been suffering a talent drain in the past few years. Even before Covid there were rumblings of discontent with an exodus of good people from the industry linked to a culture that lacked investment in wellbeing and people skills. The pandemic has, of course, exacerbated this.
The fact that the industry appears stuck in a retention cycle and has been bleeding talent means we need to ensure we train, develop and protect talented chefs. So, let's meet this demand head on, with happy chefs passionate about food who are supported to be the best chefs they can be. Here is our three-part recipe for a successful kitchen– wellbeing, mentoring and personal development.
Investing in wellbeing
A well-known aspect of the hospitality industry is the fast-paced nature of kitchen work, the long, unsocial hours and the access to alcohol and other forms of excess. That combined with the stresses brought on by the effects of dealing with retention issues, can make a bustling kitchen a challenge to cope with mentally. Luckily there are simple measures restaurateurs can take to improve the wellbeing and mental health of their chefs and invest in the future and a stronger brigade at the same time.
The crucial factor is fostering an atmosphere of acceptance and support, normalising mental health concerns and being a champion of positive mental and physical health in your brigade. You can help achieve this by taking steps to reduce the stresses in the kitchen. This could be by tackling your retention issues to reduce overworking, investing in personal development and teambuilding exercises, and providing access to professional wellbeing and mental health counselling.
Mentoring
We challenge anyone reading this to think of someone who has helped you in your career, who has given you some good practical advice or just been there for a venting session. We can all benefit from good advice, and mentoring is so important, especially in the organised chaos of the kitchen.
Establishing a formalised and accredited mentor programme both develops individual chefs, kitchen managers and others as well as providing invaluable help and support to anyone who will benefit from the help and advice of more experienced colleagues. And it's not just a one-way street – mentoring helps develop your own skills and knowledge.
Personal development
Personal development is crucial for professional satisfaction and career development. This is not about cooking skills, but about developing chefs as team leaders and business contributors.
Learning to be a great chef doesn't end after college – we all learn, every day. By encouraging skills like leadership, teamwork and resilience, we will have more efficient and happier chefs.
All of these elements combine to create not only an environment to excel but a happy and progressive kitchen; a kitchen that people want to come and work in and a restaurant that people want to eat in. We have such talented chefs, we just need to look after them, invest in their wellbeing and develop them as people. This will help the industry get back on its feet and let us all celebrate great food again.
For more information, go to the Chef Partnership's White Paper 'Your best chefs –why do they leave and how to keep them here'
Max Brent is founder of the Chef Partnership
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