There is no denying that some have accurately pointed to problems with the chain-of-command structure. This hierarchy was initially designed to create an efficient model in manufacturing operations. In essence, everyone’s duties and objectives would stem from the top person’s vision and directives — in this case, it is to meet manufacturing goals. While there are inherent challenges with this type of autocratic approach there are also many advantages when applied in a reasonable manner.
It was Escoffier who first developed a system of order for the operation of a professional kitchen. His vision was to compartmentalize the tasks that need to be performed, identify the right person to oversee those tasks and create a communication model between the executive chef and those designated overseers to ensure the expectations of the kitchen were met. It was this “brigade” he created that still defines, to some degree, how kitchens continue to operate today, more than 140 years later.
The kitchen brigade system is based on an underlying premise that takes into consideration responsibility and authority, efficiency and employee morale.
1. RESPONSIBILITY and AUTHORITY
Escoffier knew that giving an individual the responsibility for outcomes without the authority to make decisions was a recipe for failure. To this end, contrary to the classic chain of command that he experienced in the French military, oversight positions were allowed to make many of the operational decisions in their departments as long as they supported the overall plan established by the executive chef.
2. EFFICIENCY
Considering the scope of work in a kitchen and the immediacy of decision-making, Escoffier saw that allowing these department heads to make operational decisions was a clear way to create a high level of efficiency. The larger scope decision-making would remain on the shoulders of the executive chef.
3. EMPLOYEE MORALE
Any organization that does not engage a system of order, a designation of duties and a clear reporting structure will create an environment of uncertainty and eventually chaos. It becomes important to not only build this organizational system, but also to insist that all who work within the system abide by the order of the “brigade.”
If this sounds like a military approach, that’s because it is. Escoffier used his time as a chef in the French military to design this brigade. He saw how this type of hierarchy allowed the business on the battlefield to proceed with some level of confidence. So, how does this apply to today’s modern kitchen and why is it still important?
From my experience, individuals respond very well to an orderly, efficient and consistent system, and crave the opportunity to share ideas in a receptive environment. Today’s employee may respond positively to a system of order, but unless he or she sees an opportunity to provide feedback to a person with an open mind, the employee will eventually seek that opportunity elsewhere or become less efficient and more antagonistic to the work in front of them.
“Yes chef” is more than just a rote response to a directive. “Yes chef” helps to create pride, respect for a position and commitment to a common goal. It is a reflection of the order and unity that allows a kitchen to perform at the highest level and produce exceptional dining experiences for guests.
4. PRIDE
The title “chef” is earned over many years of incredibly hard work. It requires a focus on knowing a great deal about food, cooking and food presentation. It also requires a skill set that includes operational management, menu planning, human resource management, finance, marketing and systems efficiency. When we respond “yes chef,” we are paying homage to the skills necessary to hold that title.
5. RESPECT
Similar to pride, by responding “yes chef” we are accepting that the individual holding that title deserves our respect. This applies even if we do not always agree with the chef or we don’t particularly care for them. In this moment, when we say “yes chef,” we are saying “I respect you as the person in charge.” Without this level of respect the kitchen will quickly fall into a black hole of confusion and chaos.
6. COMMON GOAL
Every day in the kitchen is filled with a need to hang on to order while staying true to the food philosophy of the operation and the core staff. The common goal is to always produce exceptional food, exceed the expectations of the guest, build a sense of pride among cooks and service staff for the experience that they build and realize a profit that allows the restaurant to sustain itself. “Yes chef” means that we are together in pursuit of those goals and are willing and able to follow the directives of the chef who has the big picture in mind.
Finally, order will only have staying power if you hire the right individuals to be part of the kitchen team. The right individuals will always have strong cooking skills, positive attitudes and a real desire to pursue this job as a career. This means that they will have a need to interact with the chef, offer observations and ideas, see some of their ideas enacted, and feel a part of the overall direction that the chef believes in. “Yes chef” is important, but must include this level of involvement if it is to carry the operation into the future.
Paul Sorgule has been a chef and educator for more than four decades holding positions as hotel executive chef, food and beverage director, faculty member, dean of culinary arts and provost at a prominent culinary college. Sorgule is president of Harvest America Ventures, a restaurant and culinary school consulting and training company he formed in 2012. He blogs about culinary issues and finding that work/life balance atwww.harvestamericaventures.com.
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As a seasoned expert in the culinary industry with over four decades of experience, I can attest to the profound impact of organizational structures on the success of kitchen operations. My extensive background includes roles as a hotel executive chef, food and beverage director, faculty member, dean of culinary arts, and provost at a prestigious culinary college. Currently serving as the president of Harvest America Ventures, a consulting and training company specializing in restaurant and culinary education, I have demonstrated an in-depth understanding of the intricacies involved in managing a kitchen.
The article underscores the significance of the chain-of-command structure in kitchen operations, drawing parallels to the historical context of its development by Auguste Escoffier. Escoffier, a pioneer in culinary organization, established the kitchen brigade system more than 140 years ago. This system, rooted in responsibility, authority, efficiency, employee morale, pride, respect, and common goals, continues to shape the way modern kitchens operate.
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Responsibility and Authority: Escoffier recognized the importance of aligning responsibility with authority to avoid failure. This principle ensures that individuals overseeing specific tasks have the autonomy to make operational decisions within their departments while supporting the overall vision set by the executive chef.
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Efficiency: In the fast-paced environment of a kitchen, Escoffier observed that allowing department heads to make operational decisions contributes to high efficiency. While larger scope decision-making remains the responsibility of the executive chef, empowering key personnel to handle immediate decisions streamlines the workflow.
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Employee Morale: The article emphasizes the need for a system of order, designated duties, and a clear reporting structure to prevent chaos and foster employee morale. The kitchen brigade system, inspired by Escoffier's military experience, provides a structured environment that promotes efficiency and a positive work atmosphere.
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Pride: The title of "chef" is portrayed as a culmination of years of hard work, encompassing extensive knowledge of food, cooking, operational management, and various other skills. Responding with "yes chef" reflects a sense of pride in acknowledging and respecting the expertise required to hold the title.
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Respect: The phrase "yes chef" goes beyond a mere response; it signifies a demonstration of respect for the person in charge. This respect is crucial for maintaining order and preventing the kitchen from descending into confusion and chaos.
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Common Goal: Every day in the kitchen is described as a collective pursuit of common goals, including producing exceptional food, exceeding guest expectations, fostering pride among staff, and ensuring the financial sustainability of the restaurant. "Yes chef" signifies alignment with these shared objectives.
In conclusion, the enduring relevance of the kitchen brigade system, as outlined in the article, underscores the importance of structured organizational models in achieving success in the culinary world. My extensive career in various culinary roles further validates the effectiveness of such systems in creating efficient, collaborative, and successful kitchen environments.
