By Gary King, Managing Director of Collins King & Associates
At Collins King & Associates, we have both observed and adapted to the recent fundamental changes across the hospitality industry. The upheaval caused by the pandemic has led chefs to re-evaluate what they want from their careers, searching for greater work-life balance.
Hospitality establishments must take these changes into consideration when recruiting staff. This forms a large part of our consultation to our clients.
The pandemic brought about something that the hospitality industry had never experienced before, not just for chefs but across the board.
For a short while in 2020, people spent extended periods of time at home with their families. They experienced another way of living – Pandora’s box had been opened!
Before 2020 it was normal for chefs in top restaurants to work upwards of 60-70 hours a week, and receive pay for 40-45 of those. At the time, this was normalised – part of the privilege of working in top Michelin-starred restaurants, 5* hotels and the events industry; necessary to secure these competitive roles, showcase their skills, and further their careers.
I myself came up through that system – it was how young chefs could enter the industry. Now there is far more transparency and discussion of working conditions. Importantly, people want to be paid for their work and as the cost of living continues to rise, people simply cannot work for free. Coupled with a shortage of chefs, staff have the ability to negotiate the employment terms that work for them.
For this reason, temporary agencies are booming. Chefs are moving from full-time to temporary work because they know they will be paid for all the hours they work, alongside good holiday pay. That’s why for Collins King & Associates, joining The Evolve Group has been such a great fit. It enables us to learn what chefs want from their new roles and apply this knowledge to our own business.
We add value to our clients in this new economic climate by consulting in the best way possible. We strongly recommend tactics like abolishing split shifts – where chefs have to spend 3/4 hours between their shifts, often a long way from where they live, not getting paid; offering contracts for four days on, three days off; boosting the working conditions of kitchens with better equipment and sufficient space to work; as well as putting chef appreciation as a top priority, because the days of screaming and shouting in kitchens are over.
The market has changed beyond all recognition. It need not be a bad thing, we simply need to support our clients to adapt to these changes.
Ultimately, companies will not survive if they don’t listen to the needs of their chefs, and by keeping our ear to the ground, we can support the needs of both our clients and our chefs.
Find out more about Collins King & Associates: https://www.collinsking.co.uk/
13th October 2022
