Dit artikel is oorspronkelijk gepubliceerd op 3 april 2018. Het is periodiek bijgewerkt op relevantie.
When we talk about an unsavory work environment, we often use the adjective “toxic” to describe it- and for a good reason. “Toxicity” implies danger, poison, sickness, and even (when taken to its literal conclusion) death. In turn, toxic substances and environments are those known to do us harm, physically, mentally, or emotionally. Imagine the signage you’d see on a nuclear waste site: Skull and crossbones. “Danger!” and every other cautionary tactic to warn people of the risks inside. Similarly, work environments can be noxious to one’s health and don’t come with the easy-to-identify warnings they should.
Working in the restaurant business, you know the importance of maintaining a germ-free space. If you’re running a filthy kitchen, your food quality will suffer, as will the guest experience and overall rep. If your environment is toxic, no one will want to work there, and you’ll never create coherent synergy in your restaurant. In determining your restaurant’s status, you should look for these signs of a toxic work environment.
Non-stop discipline/niet-bestaande erkenning
Sometimes referred to as the “all carrots, no sticks” dilemma, any environment that places heavy emphasis on mistakes and little upon achievements can be toxic. However, in restaurant work, procedure and protocol are essential for a healthy workflow, so this is not to say there’s no room for correction or redirection in managing a restaurant.
What we do suggest, though, is that you pay attention to the types of criticism that are most prevalent in your work environment, as well as the overall frequency. If you’re only ever told what you do incorrectly and never what you are doing well, it can be challenging to know where you stand, creating feelings of anxiety and resentment that don’t help anyone improve. Also, remember that in the heat of the moment, criticism (and emotions!) can fly. So don’t let one bad day sour your entire attitude, but do look for patterns in how you receive criticism.
Voor managers:
Oefen de regel van "sandwiching" kritiek met lof. Je zult niet altijd in de positie zijn om dit op de restaurantvloer te doen, maar probeer je kritiek te structureren met lof, kritiek en dan op te volgen met verdere positieve erkenning. Laat je werknemers weten waarom je hen bijstuurt, dat het niet is om hen een slecht gevoel te geven maar om hen te helpen beter te worden in hun werk. Geef bruikbare kritiek en onthoud je van persoonlijke kritiek: richt je op acties. Iets anders om te onthouden: als je werknemers een ontmoeting met jou alleen associëren als een reden voor paniek en alarm, dan kan er sprake zijn van inconsistenties in je erkennings-/beloningspatroon. Tot slot, aarzel niet om "overwinningen" te erkennen. Laat werknemers weten dat je een waarnemer bent; je noemt het goede en het slechte.
Grijpen, grijpen en nog eens grijpen
We hebben allemaal wel eens van die werkdagen gehad die ons aan de rand van ons verstand brachten. We ontkennen zeker niet de catharsische waarde van een regelrechte klaagzang met je collega's. Misschien is het een snelle uitbarsting aan de 8-tafel met de schreeuwende kinderen of de gast die de omelet blijft terugsturen omdat hij niet "Californisch" genoeg is - we snappen het. De rode vlag die je moet herkennen: als je collega's nergens anders over kunnen praten en elk niet-werkmoment op het werk gebruiken om hun ongenoegen te uiten. Let op waarom ze klagen. Zijn de klachten "acuut" (gerelateerd aan een specifiek geval?) of meer algemeen? Bedenk dat de werkomgeving in je restaurant waarschijnlijk behoorlijk vergiftigd is als je collega's zo consequent ontevreden zijn, waardoor ze gevangen zitten in een eindeloze feedbacklus van negativiteit. Onthoud tot slot dat klagen niet per definitie verkeerd is, maar als het de enige bestaansreden van iemand wordt, zal het de energie en wilskracht van elk team aantasten.
Voor managers:
While you cannot eliminate griping outright (let’s be honest: you need a release valve), you can help show empathy, so employees don’t feel alone or isolated. On stressful nights, do your best to be encouraging. Acknowledge the obstacles, but don’t give clearance for “throwing in the towel” on decorum. When an employee has a nasty interaction with a customer, try and boost them up. These acts of empathy and teamwork help foster a feeling of team unity, one which will supersede “gripey” feelings when the heat turns up. Be a source of inspiration for your employees by not griping when the going gets tough.
If you find your team constantly wracked with stress, you might try some stress management activities and worksheets. Seriously! These structured exercises help you ground and center yourself, a few minutes of respite from the rigamarole.
Iedereen is ziek
Are your coworkers and teammates regularly calling in sick? Are there recurring upheavals in the schedule with disruptive absences? Do you see coworkers who are working while they’re sick (they should not be!). Yes, some emergencies and health issues are unavoidable, especially during some seasons. However, what you should look for is the general morale of your coworkers on a day-to-day basis. If everyone is consistently sick all the time, your figurative workplace toxicity may be manifesting itself in a viral reality.
Genuinely toxic workplaces lead to employee burnout, fatigue, and illness. In addition, high levels of stress, primarily when sustained, are demonstrably bad for the human body.
Voor managers:
Als je merkt dat je altijd in de weer bent om onverwacht afwezige werknemers op te vangen, kan er echt meer aan de hand zijn dan het typische "het verloop in een restaurant is van nature hoog" principe. Het kan zijn dat je werknemers actief vermijden om te komen.
Eenrichtingscommunicatie
First and foremost: do you know who your superior is? If you needed something from them, do you know how to contact them? Do you have the type of relationship where, if anything were amiss, you’d be able to discuss it with them? Are there resources in place for you to communicate with your managers? Ultimately, a massive sign of workplace toxicity is an inability for employees to communicate with their bosses. One-way communication, where directives and rules rain down from the top, but feedback cannot return, is not only unpleasant but ineffective.
If you find that you’re ever discouraged from contacting your manager about anything or made to feel like a bother for doing so, you may want to evaluate. Yes, a manager is busy and isn’t at your beck and call. Furthermore, they won’t always agree with you, but a workplace that lacks two-way communication is a toxic one.
Voor managers:
Consider how your employees address you: are they proactive in coming to you with concerns or problems? Do they communicate with you? Do they tend to “ask forgiveness or permission?” Are they avoiding you at all costs?
If so, it may be time to send out a signal that you’re open to communication. Maybe you can set up “office hours” or some portal through the company intranet to schedule a time to see you. If there’s a perception that you’re unapproachable, work to reverse it by proactively approaching employees.
Gebrek aan duidelijkheid, onduidelijke richting
When you first start a job, there’s always a bit of a learning curve as you adapt to the “rules” and expectations. However, if you feel you’re often confused with the direction that instructions change “at will,” and you’re usually expected to “read the mind” of your superior, you may be in a toxic work environment.
Try and determine the expectation here. Do you have a clear example of what’s “correct?” Do you know where you went wrong? If you find that you’re often making mistakes yet can’t quite identify what’s “correct,” then you really can’t improve. Try and find where processes and expectations are outlined and documented, or seek clarification. If you cannot get an explanation or you’re discouraged from soliciting it (see the last point), take note.
Voor managers:
If your employees keep making small, “careless” errors yet never bringing any concerns to you, it may be your communication style that’s lacking – not your employees.
Establish a culture where employees feel comfortable asking questions and seeking clarification. Document all your processes clearly and work them into your training program. Have all your employees complete the same training program and update it regularly.
Tekenen van een giftige werkomgeving - Slotopmerkingen
Trust your gut. Identifying workplace toxicity isn’t an exact science like determining nuclear toxicity, but your instincts are a powerful tool. If work causes you to feel panic, anxiety, sweaty palms, and illness, it could be your body telling you something. Job stress is entirely unavoidable, but toxicity isn’t.
Be proactive in identifying toxicity through your job-seeking efforts. When interviewing for a new position, ask questions to get a feel for the manager/employee relationship and their communication style. It’s your chance to survey them! Ask to see the bathrooms and kitchen and take note of the shape they’re in. The idea is if these “less significant” things are in order, the more delicate details will be as well. David Lee Roth/Van Halen had the right idea. Ultimately, think about the way this job will make you feel in the day-to-day grind.
Restaurant work is stressful and filled with wild cards. Of course, you can stack the odds in your favor, like a kitchen display system, to automate your kitchen processes. Still, it’s critical to identify which rigors are “part of the job” and which are toxic red flags you should avoid outright.
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Dylan Chadwick is een Content Marketing Specialist bij QSR Automations. Hij heeft ongelooflijk haar en krijgt dagelijks aanvragen voor modellenwerk. Hij is afgestudeerd aan de Brigham Young University in Engels en journalistiek en schrijft graag over death metal.
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