Some who work in kitchens can distance themselves from the overwhelming responsibility of the cook or chef, but to others it is a heavy weight to carry. There are masters to serve, people who depend on the work of the culinary professional, who trust that their food will be prepared properly, that it will be managed and handled well, and the plate viewed as an important canvas on which the technician and artist paints. Maybe this sounds a bit over the top, but I tell you, there are many chefs and cooks that believe this and carry that weight. Compound this reality in an environment of excessive heat, physical intensity, stressful timing, the need for consistency, the everyday challenges of problem solving, and the understanding of profit sensitivity in restaurants and the burden can seem quite intense. Yes, I am talking about your corner restaurant and the employees who work there.
Being a cook is an emotional powder keg. Creative people are typically quite sensitive folks. They represent what they feel through their art medium. So, when you view a drawing, painting, or sculpture; listen to a piece of music; watch a movie or view a play; or read a book – you are encouraged to feel what the artist feels. They make themselves vulnerable – exposed for all to see, hear, or touch. It is daring and bold – a process that opens the artist to critique – something that most of us try very hard to avoid. The same is true with a cook, except unlike other artists, the cook’s work appeals to all human senses simultaneously and critique is immediate. Add the instantaneous emotional critique through social media and the cook can feel as if every move is ripe for criticism. This is emotionally draining.
Chefs and cooks may avoid walking through those swinging doors into the dining room because they fear that vulnerability. They fear the look of disappointment or an abrasive comment; they fear the plate of untouched food, the half-eaten entrée they wrestled through heat and intensity of the kitchen to prepare and present, and they fear the role they may play in the success or failure of the restaurant. Fear of rejection is the single most detrimental factor to artistic expression. Fear is limiting and all-consuming.
Cooks may appear to be tough and oblivious to the opinions of guests or even the demands of the chef but trust me when I say – nothing could be further from the truth. Cooks and chefs feel it all and it can wear at their state of mind, their confidence, and the feeling of worth.
What are the signs of cooks and chefs feeling the mental and emotional pressure of the job:
- COMMUNICATION GAP:
Once vocal, thought provoking, opinionated individuals who simply shut down and shy away from conversations or debate may very well be filled with angst, self-doubt, confusion, and anxiety. If this is not their norm, then pay attention.
- SUDDEN LACK OF DEPENDABILITY:
When an employee who had always been a rock of dependability – always on time, ready to work, interested in taking on more responsibility, always able to complete tasks as expected, suddenly fails to meet those expectations – then it’s time to pay attention.
- TARDINESS OR NO SHOW:
If dependability issues slip out of control and an employee is constantly late and has a record of not showing up when expected or scheduled, then it’s time to pay attention.
- DISSHOVELED APPEARANCE:
When a once professional looking (well groomed, uniform clean and pressed, shoes clean, station in impeccable order) cook begins to look like he or she simply doesn’t care any longer, then it’s time to pay attention.
- OBVIOUS ALCOHOL OR DRUG ABUSE:
Note that signs or rumors of drug use or excessive drinking are clear indicators that something is amiss. It may or may not be work related, but it does impact work. Problems at home cannot simply be pushed aside when it’s time to clock in. Many of the signs noted above can be a direct consequence of drug or alcohol abuse but note that drugs and alcohol are often used to whitewash underlying problems.
- LASHING OUT:
Unusual reaction to situations at work – expressed anger, physical interactions with others, abusive language, or that morose aura of contempt for life in general are red flags that should not be ignored or pushed aside.
- UNCHARACTERISTIC MISTAKES:
When competent cooks begin to make uncharacteristic mistakes then it may be time to intervene and seek clues to the cause.
- LACK OF FOCUS:
An inability to stay on task, to pay attention and finish what was started is a clear sign that something is brewing.
- MOOD SWINGS:
Extreme behaviors – higher than normal highs or deep depression are typical signs of underlying problems – pay attention!
- CONSTANTLY IN THE WEEDS:
Every cook has an off night when he or she can’t seem to keep their head above water, but when it seems to be the norm, then it is time to take notice and act.
- MESSY WORKSTATION:
Every cook knows that an orderly workspace (mise en place) is essential if the day is going to work out as planned. When previously organized cooks begin to show a lack of caring then it’s time to step in.
- PHYSICAL SHAKING:
In the extreme, when a cook is on the verge of shutting down, there may be physical signs that should set off alarms: shaking, pale skin color, staring off into space, profuse sweating, loss of balance, etc.
What can you do? Sometimes the most important thing you can do as a manager, fellow worker, family member, or friend is to recognize the signs and let the person know that you are there to listen or help, while other times it will be important to act and refer the person to someone who can provide important help. Occasionally, mental health is environmentally driven, and the environment can be changed, while other times mental health challenges require professional help. It is important not to self-diagnose which is which, but rather recognize that the signs are a plea for help and your job is to alert those who can provide it. We have all worked with someone who needs mental health assistance and usually we are unaware of the demons that are driving the signs, but the signs are there as a wakeup call for everyone impacted by or connected to the person. If you see any of the signs it is important to do your part. Asking a person: “Are you okay” is not enough. Letting them know that you are there as a friend and supporter is a first step. “You see a little out of sorts, what can I do to help?” This carries a lot more meaning and may trigger the person to open up. If they respond: “I’m fine” when you know they are not, this is a call to action.
Mentioning your observations to the Human Resource Department (if you have one), a manager or operator, a family member or friend is a responsibility that we should all take seriously. Sometimes a cry for help may come in the form of actions or reactions rather than a conversation relaying their feelings.
HELP RESOURCES:
* Substance Abuse & Mental Health Services Administration (SAMHSA):
National Helpline: 1-800-662-4357
*Alcoholics Anonymous (AA):
OTHER WAYS TO HELP:
Creating a Positive Work Environment
- COMMUNICATION:
Keeping the team informed about the business, plans for the future, challenges that need everyone’s attention, one-on-one critique of work, public recognition of a job well-done, effective production tools like production sheets, inventory forms, portion charts, and even customer comment cards are best used to allow the employee to feel respected and recognized as important.
- TRAINING:
You can never train too much. Training is a sign of respect and a perfect way to build pride, confidence, team dynamics, and comfort among employees.
- DEFINE EXPECTATIONS:
Explain what will be measured, how you will measure it, and who will be responsible for measuring work performance. Define benchmarks, do more than tell – SHOW the cook exactly how you want things done and reinforce that, so it is very clear. When an employee is aware then they are comfortable. If they are trained to be competent then confidence will be the result.
- ENGAGE AND CRITIQUE:
Know and practice the difference between criticism and critique. Both point out what is not done correctly, but critique includes showing the employee how to improve and never making the assessment – personal. “You are a great cook, an important part of our team, however this task is not done in the manner that I expect. Let me show you how to bring it up to standards.”
- CELEBRATE:
Celebration need not be a formal, bring out the band event – it might simply be a “thumbs up”, or “handshake with a thank you”. It might be eye contact, a nod, and a smile, or it could be a shout out at the end of shift:
“Great service tonight team. The food was exceptional looking and there were loads of compliments from the dining room. Sarah – that special you worked on was a home run. You hit it out of the park tonight.”
As simple as that acknowledgement was – it probably meant the world to that employee and she will walk home holding her head high, smiling all the way, and anxious to return tomorrow and work even harder.
- ALL FOR ONE, ONE FOR ALL:
It was Abraham Maslow who theorized that “belongingness” was an essential motivator and that after survival and security, one of the most important motivators. The more you can emphasize team effort, the more you can set the stage for team accomplishment, and the more you can reward team outcomes, the more everyone will feel needed and respected.
- LISTEN AND ACT:
Finally, if you create an environment where cooks feel able to express themselves, to share their ideas and their concerns, the more they will feel comfortable in their own shoes. If you take that a step further and act on what they offer – they will stand tall knowing that you care, and their voice is important.
PLAN BETTER – TRAIN HARDER – WATCH FOR THE SIGNS OF MENTAL AND EMOTIONAL FATIGUE
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