RON FROM SAGINAW ASKS ...
I recently hired a cook to work in my kitchen from 7 a.m. to 3:30 p.m., five days a week. He is also going to culinary school at night. My other cooks have never gone to culinary school, and they give him a hard time about it. At first, I thought it was just “new employee” good-natured ribbing, but it has continued to the point where there are verbal confrontations outside of the kitchen, and I worry there will be a fistfight on property, which would result in losing one or more cooks to suspension or termination. How do I keep this situation under control? I’ve spoken to the student, and he says he just wants to do his job. I’ve also spoken to the cooks who harass him, and they tell me they’re just trying to “toughen him up” for “real” work in the kitchen.

THE STAFFING DOCTOR ANSWERS ...
Ron, hazing may have gone out with the ‘50s and ‘60s, but just because the fists haven’t started flying yet is no reason to condone a situation that borders on the legal definition of harassment. The verbal pyrotechnics are already affecting work performance and have cratered the sense of teamwork that you as manager have worked so hard to build.

Your first assignment is to haul out your company’s policy on harassment and see what specifics it defines as contributing to a “hostile work environment.” If your company lacks a defined harassment policy, then do a Google search for “workplace harassment.” Hundreds of thousands of pages will come up, but the first few listed are probably all you’ll need. Whichever source you use, you’ll recognize enough as pertinent to your situation to make you want to laugh, if it doesn’t make you cry first.

Armed with this conceptual ammo, it’s time to make your “Godfather speech” to the cooks. You know the one—about stubbed toes in the night and getting hit by lightning and how you’re going to hold everyone responsible for anything further that happens to anyone regarding this issue, because, like Don Corleone, you’re “superstitious.”

Finally, Ron—and please excuse my use of expletives here—it’s your kitchen, darn it! It is not acceptable for your employees to give you lip service justifications for their bad behaviors while continuing to commit them. Their excuses (including those of the student) just serve to support the coming blowup they all seem to hope will happen. It’s your job to go back to each one of them and make them responsible and accountable for heading off the problem now.

CONTACT THE STAFFING DOCTOR
As president of StaffDynamics, www.staffdynamics.biz, Daniel Abramson has focused on workforce performance strategies and “raising the bar” for over 25 years. His energetic, no-nonsense style appeals to clients seeking results at a new level. He is available as a corporate trainer, management coach, and for high-impact speaking engagements. His latest book is Secrets of HiringTop Talent. You may reach Daniel at Daniel@staffdynamics.biz or by calling 877-568-2222. Your anonymity will be respected. Please send questions you would like Daniel to address to editor@hotelfandb.com.