How to train your new cook.
Now that you have your new victim, I mean cook, you have to train them so they know how your establishment works as well as their new roll.
Orientation.
I am not going to count orientation, as that is mainly showing the person around and HR paper work.
Day 1, and Week 1.
Day 1 is observation day. It’s not expected for a new person to “jump in” right away, however it does show initiive/ sponge/ experience on their part that they promoted within resume and interview. The new person is to be paired with a more experienced line cook or supervisor. Doing this does two things; the experienced cook will be displaying their ability, knowledge and experience to the new hire, not to mention pushed into enforcing and re-establishing kitchen proper process. In essense, showing the right way to consistently build a burger or sandwich BY SPEC. The station I always start my new people on are short order / salad and appetizer / quick fire side. This side is the most demanding of any kitchen station, and will test a person’s attention span, ability to learn and remember via repetition, as well as ability to work under pressure. This area will be their home for the week. During this time, I convey to new personal “accurancy first”. I don’t expect speed on the first week, I expect an eye on “doing things proper. Plate settings of dishes will be the dominate trained focus, with stocking, restocking, labeling, and clean as one goes as secondary focus. Accuracy first allows core strengths and habits grow and maintain.
by end of week 1, general platting will be established, good habits of knowing where things are, stocking/ restocking, labeling, will be understood.
Week 2
Week 2 goals is dependent on the person and their experience. People with less to no experience may take a little more time, which is fine AS LONG AS they are showing progress with “accuracy first”. At the beginning or middle of week 2, I run a test; I work a shift with them. I gauge their ability to setup themselves up, stock, plate, as well as work under pressure. Gentle reminders of organization and plating will still occur, however standards have begun to take hold. Due to focus on accuracy, speed is taking shape. This is where they are gently but firmly “nudged” to move faster; “establishing urgency”. Bill calls are faster, common items will be consolidated (eg; instead of dropping a side as need, I need 5 fries, 2 mash, and 3 salads). While doing so “under fire”, plating is reviewed for consistency. Commentary and education isn’t harsh, it’s from a mentor level. By middle of week 2, they’ll be learning the other stations as well; middle and entrée / egg side (for breakfast), dependent of course on personal growth. During week 2 and into week 3, they’ll have learned much of the prep recipes as well.
Near end of week 2, sometime in week 3, and dependent on personal growth, they are subjected to “solo run”. Solo run is where I take a step back and leave them on the line by themselves (however they are notified that if they need me, I’ll be there quickly to assist. Doing so allows them to preform what they have learned, the ability to work under pressure within their own knowledge and means, and the ability to work unsupervised ( as opposed to being told what to do all the time. In essence, keep busy. There is ALWAYS work to be done in a kitchen ). Once they have passed this final test, they are good. By the end of this test, knowledge and platting has been entrenched. For the most part proper habits and processes have been established, it’s a matter of continued repetition. Lastly mentoring and guiding as need.
By week 3, understanding the new hire’s ability as well personality fit within the established team is understood while being on / in probation period set by HR.