Turning down the heat in the kitchen

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Why improving work culture will benefit your hospitality business

The hospitality industry has long been known for its high-pressure work environments; long hours, passionate chefs, hot kitchens and very little downtime. Traditionally overworked and stressed out, chefs don’t have the best reputation when it comes to great workplace culture. In fact, some studies show that up to 80% of hospitality workers have suffered with their mental health as a result of their careers.

Hospitality Action, the industry’s support charity, has seen a record number of helpline calls due to increasing pressures on pubs, bars, restaurants and hotels across the country. According to key findings from their annual ‘Taking the Temperature’ survey this year, maintaining a work-life balance is becoming increasingly difficult, with burnout expected.

But the tide is turning. More and more businesses are recognising the importance of looking after their staff and focusing on their physical and mental wellbeing to nurture engaged and motivated teams. What’s more, in the face of economic hardship, employers are becoming increasingly aware of the need to prevent staff burnout to build a more sustainable workforce.

As a Michelin-starred chef with over 35 years of experience in the industry, Kitchen CUT Founder and Managing Director John Wood knows a thing or two about kitchen culture.

Here, he offers his advice on how to foster better staff relationships; to CUT the kitchen stereotypes and support staff in doing what they do best, while boosting your business’s productivity.

#1. Development and career growth

Although Chef means ‘chief’ in French, many F&B professionals are never taught the key management skills to lead effectively, which can cause communication issues and fraught workplace relationships.

By providing kitchen staff with opportunities to develop their leadership skills through workshops, courses and shadowing experiences, you’ll not only support their careers but also enable them to nurture the next generation of chefs through positive and purposeful guidance.

Comprehensive training not only reassures employees that you are investing in their future, but it also provides them with valuable insights into how your business actually works. By focusing on what makes a financially successful kitchen, employees gain valuable business management skills and feel empowered to make smart decisions that benefit both their careers and your bottom line.

Focus on these seven key areas: purchasing, cost analysis, menu engineering, waste management, stock control, profit improvement and reporting.

#2. Remove unnecessary work stress

Many hospitality workers are ‘tactile’ learners who use movement, testing, trial and error to retain and recall information. Having said this, the added administrative burden of stock take, waste control, allergen management, inventory and reporting can be a headache for many, on top of their already high-pressure jobs.

Reducing team stress is a key element to improving workplace culture, so eliminating unnecessary responsibilities is a no-brainer for business owners.

Specialist software, such as Kitchen CUT, has been designed by chefs for chefs to simplify everyday admin tasks and alleviate added pressure. It allows your team to focus on what they do best – producing excellent food and drink and providing the best possible customer service.

By introducing technology, employees from the front-of-house to the kitchen have full visibility over operations and insights into what works and what doesn’t, helping you drive productivity and improve profits.

Automating processes such as stock take, payments, allergen updates and menu changes cuts the time spent on manual workload, enabling you to invest more hours into the tasks that matter and maximise the full potential of your team.

#3. Inclusive decision-making and fair feedback

People feel valued when they are listened to, so ensure employees are included in business decisions and their opinions are considered when making changes to operations.

Checking in with staff to ensure they are happy with their shifts and have some work-life balance will provide a more reliable rota system, as employees avoid becoming burnt out or overworked. Additionally, the option of mental health support at work is now a key benefit for aspiring hospitality professionals.

Encouraging open communication between all staff and management fosters a supportive environment where employees can voice their concerns constructively, enabling teams to tackle issues head-on, before conflicts arise.

This is particularly important for younger or more junior staff members, who often benefit from mentoring or additional support to develop the confidence to take on new challenges and responsibilities, which in turn will ease the burden on more senior members of your team.

Don’t forget to celebrate wins! Hot, busy kitchens and long shifts can often feel thankless. Make sure to give praise where it’s due and ensure feedback is fair and empathetic – staff appreciation helps to encourage team cohesion, boosting motivation and increasing your business efficiency.

Remember, a happy team will drive recruitment efforts, but perks like extra holiday, free meals and staff socials will fall short if the fundamentals aren’t in place.

Through clear communication, thoughtful leadership, and processes that actually make a difference in the way your employees perform their jobs, you can create tangible change in your workplace culture.

Reducing everyday stress for your team will not only boost staff retention and motivation but will also optimise your operations to save time and drive profits.