This isn’t an article in support of or actively targeted at an industry that may need to change; it is really a deeply confused series of questions that few seem to be asking. Sure, you have heard this statement thousands of times, it begins with; “When I was learning the trade….”. What followed, whether talking about becoming a lawyer, doctor, electrician, carpenter, or chef, was a litany of tales about the abusive, relentless hard work that was required to get where the storyteller was with their career. I have told those stories myself – many times. The preverbal badges of honor, sometimes horror stories of working 12-14 hour days, six days per week, excessive heat, on your feet all-day, cuts, burns, abusive leadership, and terrible pay seem to be presented as the way it must be. On the other side of the coin is a generation that has no interest in paying dues, being patient while they learn, investing in their own growth, or showing responsibility for what it takes for the restaurant and their co-workers to succeed. Here lies the dilemma…is there a right or wrong way to pay the dues of learning? Is one side completely wrong and the other right?

It has been said, countless times before: experience is the best educator, but how should a young, upstart cook approach this challenge of experience? Was there ever merit to a stage’, working in a restaurant of renown, strictly for the skills gained and the notation on one’s resume? Is the apprenticeship of old where cooks were totally subservient, immersed in menial tasks for a time until they earned the privilege of building cooking skills – the right approach? Is the “yes chef” mentality without ever questioning what a chef demands still appropriate? Should young cooks simply accept burdensome schedules that change multiple times in a week, expectations that regardless of schedules, the cook is expected to arrive an hour or so early and never know when their shift will end, acceptable? On the other hand, does it make sense for a cook to expect anything different since the guest is really in control of start and finish times? Should a cook feel empowered to question a directive given in the heat of service when a chef must make split second decisions and so many unknowns come into play? It’s a very challenging balance – trying to create a positive work environment and practice employee empathy in a business world that is so demanding and unpredictable.

Chefs with decades of work under their belt were raised in a kitchen where these questions were not asked. They are where they are, in many respects, because they had to struggle along the way. Like an ancient grape vine that produces exceptional fruit because of its struggle to pull moisture and nutrients from soil that could not support any other reasonable agriculture. These chefs feel that this is the way to learn because it worked for them. Younger cooks may seem to want a life of balance and the opportunity to grow in a business without too much sacrifice. Ironically, the same dilemma seems to exist today in most every profession. It is not exclusively a food service challenge.

So the question remains, why has the reality of work become so hard to swallow? Are there winners and losers in this situation? Should there be winners and losers, or is there something to be learned from both extremes? Vince Lombardi, is often credited with saying:

“The only place where success appears before work, is in the dictionary.”

In other words, it is consistent effort that leads to positive results. It’s true in every profession, every job, every moment of opportunity in life. So, can society continue to demand it? What if a generation decides that this is a game they have no interest in playing? Is this where we are today, and if so, what can be done about it?

Maybe, the root of the challenge goes deeper than “my way or the highway”. Maybe, just maybe, we need to look deeper into areas that are more philosophical, such as the value of work and the value derived from a strong work ethic. Let’s face it, most things come down to a question that is either worn on someone’s sleeve or is imbedded in their conscience: “What’s in it for me?”

Maybe that’s where we should start, defining the cost/benefits. Could it be that this definition goes beyond the classic belief that compensation is the key (you get what you pay for)? If this were true than recent attempts at raising pay scales to fill positions would be working. They are not. Could it be that we must more clearly define the altruistic benefits of working hard?

There is no shortage of inspiring quotes about the altruistic and self-fulfilling benefits of work:

“Talent is cheaper than table salt. What separates the talented individual from the successful one is a lot of hard work.” – Stephen King

“What we hope ever to do with ease, we must first learn to do with

diligence.”–Samuel Johnson

“A pessimist sees the difficulty in every opportunity; an optimist sees the opportunity in every difficulty.” –Winston Churchill

“Opportunity is missed by most people because it is dressed in overalls and looks like work.” –Thomas Edison

Should we assume that people want to do a good job? Should we assume that people want to succeed? Do we know how people today define personal success? Is it fair to assume that most people are interested in being part of something that helps to establish their legacy?

Anyway, there are no real answers here – only questions. But a good starting point is to have discussions around these points, serious discussions with all stakeholders and then try to find some common ground. What we are experiencing right now is not working.

PLAN BETTER – WORK HARDER

www.harvestamericacues.com – BLOG

Check out my author website at: https://paulsorgulebooks.com