| rendra wasito |
Posted
on 08-Aug-03 08:34 PM
By: Ranjit Shamsher Jung Bahadur Rana
This is my management thoughts of the day.
Amatya being a whole seller and retailer of Japanese, Russian, and Chinese contraptions was not a fit and proper person to run the Fulbari Resort. He lacked vision, mission and objectives. Overall, his strategies were too fantastic for this planet and for Nepal. In terms, of food there was no identity and lacked CHEFS of originality and Personality. Here in Australia one Nepalese chef atleast offers genuine Nepal Ganje Mirga's penis dal soup....specially targeting CHINESE ethnic market. I trained him for it. As this SADBICHAR PARIKAR offers the Chinese needs and wants for a FERTILITY HARMONY based on their FENGSUI Chi Gong philosophy. I learnt it from the famous Shaolin Buddhist Monastry.
Recruiting and retaining good chefs is a constant bugbear of any restaurant operation.
Chefs and cooks (I love cooking French, Nunya Malayu, Japanese, Mughal and through recipes given to me by TATA AMA from Patan and Bir SJB Rana clan) are human just like the rest of us (in spite of what you may feel at times). So what are their wants and needs ? If you can find these answers you will have a productive and loyal workers for the long term. Nepalese chefs are not respected by hotel owners in Nepal to create a true blue Nepalese modern cuisine. What a pity that we have to rely on Indian shit ????
When you really get down to it, most chefs agree on what they would like :
Information
Chefs like good quality, honest information on things like costs, sales, customer numbers, and productivity analysis. Supply accurate information each week so your chef knows how the business is travelling, and feels some ownership around his/her contribution. France treat their chefs as living heritage specimen.
Organisation
An organised workplace - a business that has simple and effective work systems - is easy to work in. Chefs are looking for supplier and ordering list, good relationships with suppliers (because they are paid in time ! Amatya has not paid suppliers for a very long time), documented and costed recipes and good checklists and systems. This means staff can follow the book rather than always asking the boss (everything needed to be okayed by Miss Amatya and lots of valuable time was waisted).
Equipment
And it must be equipment that works ! Commercial equipment is expensive to buy and repair but loss of sales is even more costly. When the pressure is on it's no wonder production staff 'lose it' if the second fryer still isn't working two days after the boss was notified of the problem !
Top staff
Good quality help - when it's time for service and it's allhands on deck (Miss Amatya should had relied on the versatile Thakali women instead imports of Patan's Newar brigade), this is not the time to deal with kitchen hands who can't do the job, Amatya family members who were there for a free ride or the slow and shifty (sychophants of Miss Amatya). False economy !
Personal growth
Everyone wants to grow in their job, Can you offer an opportunity to learn some management skills - operating costs, recruiting staff, negotiating with suppliers, using a computer ? These things may all be his/her wish list.
A life
Just like you, chefs want a job - and a life ! It is increasingly difficult to find good staff who will tolerate alife of servitude. Working every weekend and long 12-hour days is no longer acceptable.
If you want capable and loyal staff working with your business, be a bit creative about the roster. Give your key staff some time for a family and social life.
What will also provide increased job satisfaction (even though your chef may not be aware of it) is:
Trends
Information about current industry trends and your hospitality sector, like prices, presentation, and menu development (Buffalo penis soup....why not ?), Occassional eating out expedition will be useful - and good relationship building. Also keep up the supply of food and trade magazines.
Numerical challenge
Give an opportunity to improve number skills. Let's face it, most chefs turned down a career in banking, so chances are their ability with percentages, computers and numbers in general is quite limited. Take it slowly and start with a calculator, working out simple costings. Watch the lights come on when they get it - and watch your costs go down !
Communications
Offer a chance to improve communication skills - writing, managing the telphone, improving their Nepali and English and French and Japanese (as the case might be).
Leadership
Present opportunities to learn staff and teamwork management skills. It's a hot, sweaty and intense atmosphere in most kitchens, and communication can become rather strained. If you've put someone in a leadership position, you'd better make sure they can truly lead their group (failure occured in Fulbari Resort). Effective leadership (preferred option being Theory Y, where employees are empowered through autonomous work practices) and a well-run , efficient kitchen is very different to bossing and nagging Miss Amatya types - which is how many chefs 'manage' their staff. You'll need to be the coach and support your chef in this area.
In a well run and profitable business you will generally find enthusiastic and passionate staff play a major role. Find out future Miss Amatya types what makes your chef tick and watch your business expand.
Namaste and we may have better national cuisine soon.
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