THOUGHTS ON A DEMOCRATIC APPROACH TOWARD PAY SCALES IN KITCHENS

team

For more than a year we (those in the food industry) have debated the dilemma of kitchen staffing. Restaurants have been crying about their inability to find enough cooks and chefs and keep them employed. We have discussed numerous ways in which this might be addressed – from investment in training to creating a more encouraging environment for culinary staff to work in, and from adjusting schedules to focus on better quality of life to aligning restaurants with the philosophical food views of a changing audience of cooks. The issue that remains as the underlying common denominator is compensation. Although I have never been a supporter of pay as being the long-term motivational platform for any worker, I do thoroughly understand the need for fair compensation. The question is – what does “fair” mean?

Should “fair” be determined solely on what any person needs to pay their bills, or should fair include an assessment of performance and “value added”? Is “fair” simply an industry norm rate of pay for a particular position (This is what everyone else pays for a line cook, prep cook, or sous chef) or should pay scale norms be established as if they were unique to every individual restaurant? As Abraham Maslow pointed out in his Hierarchy of Needs – Survival is the entry-level tool that determines a person’s ability to self-motivate. If an employee is unable to survive (provide for food, shelter, and clothing) on the wages offered, then how could a restaurant expect a cook to perform at the highest level and stay working for that operation? On the other hand – how much is a particular skill set worth and how can a restaurant afford to pay beyond an established “norm”?

There is little doubt that the most significant asset of any business, in this case a restaurant, is the employee – especially one who has the skills and attitude that drive success. So, shouldn’t we take a hard look at alternative ways of addressing the staff pay challenge and protect our most valuable assets?

I would pose an idea that I think is worth discussion. It is not new to all business, but probably new to the restaurant segment. Could the answer be to create a democracy in the restaurant rather than the traditional autocratic dictatorship – a system of fair assessment and pay scale determination that engages all players in the operation? There will always be a need for central decision-making in a restaurant, but might we consider some democratic solutions to specific challenges, such as merit? Here is an idea that might be worth chewing on at your next operations meeting:

THE DEMOCRATIC RESTAURANT:

[]         THE BRIGADE AND A NEW CAREER PATH:

Currently, the position that a cook holds in a kitchen is based on the chef’s assessment of technical skill and the quality of that person’s resume. Whether the person fits in as a line cook, prep cook, roundsman, or sous chef is more often than not, a very limited assessment of his or her ability to be successful as a member of the kitchen team. There are other factors, aside from technical skill, that come into play such as temperament, communication skills, ability to problem solve, and how that person might contribute to the overall success of the kitchen. The result of the current model is sometimes acceptable, but oftentimes disastrous. In a different model, a person’s position would be determined by assessing all of these factors and most importantly determining how well he or she might truly “fit”.

[]         THE DEMOCRATIC ENVIRONMENT:

To borrow some thinking from companies like Whole Foods – why shouldn’t other key people in your kitchen and dining room have a say in how the department makes decisions regarding staff? In a more democratic kitchen – certain established employees would help to assess that “fit”, and as I will show in a minute – provide feedback that would lead to pay scale determination.

[]         THE ASSESSMENT TEAM:

One of the advantages of productive seniority in a restaurant could and maybe should allow for more active involvement in restaurant decision-making. This productive seniority would not be limited to individuals with typical management titles, but rather those who have demonstrated their commitment to the long-term success of the business. So, a line cook who has proven him or herself to be extremely valuable as well as a senior member of the service staff would share some decision-making responsibility with the chef, sous chef, and manager of the operation. In relation to staff decisions (hiring, promotion, pay scales, etc.) – these employees would be allowed to offer specific input.

[]         THE PAY SCALE SCORECARD:

This is the carrot that might differentiate your restaurant from others and as a result make the operation more attractive to the best employees and more likely able to retain those same stellar team members. Those who were part of the assessment team would score staff members at the time of hire and annual review, using the following criteria:

  • Dependability
  • Quality of work
  • Speed
  • Temperament
  • Teamwork
  • Moving the bar of excellence
  • Grace under fire
  • Professionalism
  • Decision-making
  • Being an ambassador of the brand
  • Growth – self-investment

Although the chef and the manager may have a more significant role in making final decisions (especially when budgetary constraints are involved), all assessment team members would have a solid voice. This “stake in the game” would truly be unique and would tend to lead to better team decisions that impact everybody in the restaurant.

[]         VALUE AND CONTRIBUTION = POSITION:

This scorecard would be used for not only pay scale and/or bonus distribution, but would lead to decisions on promotion and position within the restaurant. All of these decisions would be made on the basis of merit as defined by the team rather than a single person in the organization.

[]         EVERYONE IS IN CONTROL OF HIS OR HER DESTINY:

The two key advantages to such a program are first that everyone knows that his or her destiny is dependent on how well they address the key points in the scorecard, and second – how well they work together with the overall team.   Knowing that results are important and that the process of “getting ahead” is reviewed on an equal playing field is a great way to create loyalty.

[]         BUILDING THE “SUCCESS” BRAND:

Finally, maintaining a portfolio of scorecard assessment criteria can serve to build an individual employees personal brand. This is something they can carry with them if they choose to move on to another operation, or at the very least use the assessment synopsis to learn and improve.

The thought is that employees who are fully engaged, fairly treated, and assessed based on their full value will help to drive new ideas for generating sales, controlling costs, and making room in a restaurant budget for fair and appropriate compensation.

This ideation is not time tested, but might very well be worth creating a beta try as one potential solution to the dilemma of pay, opportunity, and retention. Let me know what you think.

PLAN BETTER – TRAIN HARDER

Harvest America Ventures, LLC

Restaurant Consulting and Training

*Photo from left to right:

Walter Zuromski, George Higgins, Joe Faria, Charles Carroll, Paul Sorgule, Tony Flory, Michael Beriau (The Dream Team).  Missing:  Lars Johansson, Danny Varano, Roland Czekelius, Neil Connolly.

  3 comments for “THOUGHTS ON A DEMOCRATIC APPROACH TOWARD PAY SCALES IN KITCHENS

  1. Richard
    March 25, 2017 at 8:20 pm

    Thank you,

    Sent from my iPad

    >

    • March 25, 2017 at 9:44 pm

      Interesting theory, but a little complicated and long winded. Every great chef leaves a long list of Culinarian’s in their wake that go on to be very successful throughout their careers. I think we need to clarify what type of operations we are talking about? So, all from scratch operations that strive to achieve excellence day in and out? Not sure about the rest, but they should all count. Its about vision and leadership and truly caring about your staff? and Illusive at times……

      Chefs should focus on a great list of like mined operations and chef contacts, and setup a network within for advancing Culinarians. Staff should be rotated in throughout, and then rotated out, so there is constant advancement with the operational staff. And chefs should sharpen their recruiting skills focusing on motivation and a true desire to learn, not superstars. This internal cycle could last three years, while continually rotating seniors out for bigger and better things. In this way you always have an injection of fresh blood into your operation which motivates everyone, as everyone contributes to their development. You’re now really developing tomorrows chefs. With this type of development, environment and training money can become secondary. Lastly, try to work in a chefs table every day. Each staff member takes turns churning out simple and complicated foods that stimulate camaraderie.

  2. Brad Taylor
    March 27, 2017 at 5:06 pm

    I love that you cited Maslow! It’s amazing how many people have never heard of this. In the process of opening up a food trailer and these are the premises that I intend on using.

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s

%d bloggers like this: