younger generation of chefs coming into the industry shying away from hard work. Perhaps this is due to the bad reputation the industry has been given over the years for the long hours and hard work for not a lot of pay?
Job satisfaction
Another of Mary’s tips is staff satisfaction, offering bonuses and incentives as a way to reward hard work and make employees feel valued in an industry that can often be criticised for its lack of encouragement.
“Investing in your employees could save money in the long run as it means less time and money put into re-recruiting”, says Mary.
A reputable wage was also a general consensus on our Facebook page with most of you urging employers to avoid using agencies who will also get the wrong person for the job. How do you encourage staff to have a voice?
Encouraging staff to have a voice was also high on Mary’s list, who believes having staff input could help the growth of the business.
“Trust your staff to input their ideas and be vocal about their issues and this makes for an effective work place.”
Mary’s final point is for chefs and recruiters to teach their staff skills beyond what is required of them. This in turn will have a positive impact on the business and they may be able to help train other employees new to the business.
“If a chef can communicate effectively with a wider team of waiting staff and fellow chefs then this makes for an all-round more efficient workplace.”
By Michael Parker
@canteenparker
Do you agree with Mary’s advice? Perhaps you can think of other ways to retain staff long after the Christmas holidays. Let us know your thoughts by commenting below or head over to our Facebook page or Twitter to keep the conversation going.
