Cooks John and Elise Russ view their San Antonio restaurant, Clementine, as an extension of their dwelling and so they make worker properly being a high precedence.
“When our staff really feel valued and supported, it instantly interprets into distinctive visitor experiences,” the couple instructed Fashionable Restaurant Administration (MRM) journal.”They really feel empowered to create memorable moments for our friends and to deal with points earlier than they escalate. Completely happy, well-rested cooks make fewer errors and are extra artistic, usually contributing new concepts for dishes and flavors. When employees really feel supported, they’re additionally keen to go the additional mile for each their managers and our friends, making the restaurant expertise actually particular.”
Opened in 2018, the neighborhood restaurant boasts a office tradition rooted in care, communication, and respect. From weekly employees newsletters to a considerate worker handbook and a give attention to work-life steadiness, Clementine is pushed by a perception that the most effective meals comes from the most effective environments, and that begins with caring for folks first.
The husband and spouse workforce focus on the philosophy and sensible functions behind Clementine’s culture-first strategy, providing insights into their motivations for prioritizing worker well-being, their operational methods, and the tangible advantages of fostering a supportive work setting.
Pictures courtesy of Clementine
What experiences at earlier jobs led you to prioritize tradition and worker well-being at Clementine?
In earlier jobs, we witnessed excessive turnover as a result of the work setting wasn’t sustainable. There was little room for workers to have a life exterior of labor. After we opened Clementine, we needed to create a spot the place folks might develop and keep so long as it made sense for his or her profession path.
After we opened Clementine, we needed to create a spot the place folks might develop and keep so long as it made sense for his or her profession path.
We additionally skilled workplaces the place possession was dishonest with employees and accountability was uncommon. That sort of setting has a robust impression on morale, so at Clementine, we prioritize honesty and maintain everybody, ourselves included, to the identical requirements.
What do you search for in a employees member and what’s your retention?
At the start, we search for employees members who’re the best match for our present workforce. We frequently have potential hires are available in for a stage so we are able to see how they work with everybody on employees. Typically it’s not essentially the most technically expert one that will get the job, however the one who most closely fits the prevailing workforce dynamic.
Our retention can fluctuate and generally appears deceptive. Many front-of-house employees are in class, and this position is usually a stepping stone towards their subsequent profession transfer. We’re all the time blissful when employees transfer on to alternatives which are a greater match for his or her objectives or a part of their long-term profession path.
Clarify the considerate worker handbook and the way it differs from a standard one. What are some examples of what you embody and what was the method of placing it collectively?
We’ve put a variety of care into our worker handbook, revising it a number of instances; first throughout COVID after which just a few years later. In contrast to a standard handbook that’s principally authorized necessities and insurance policies, ours begins with a welcome letter from the 2 of us, which we really feel units the best tone for brand new staff.
We then define our mission, credo, keys, and repair requirements. These 4 components kind the spine of Clementine. We assessment them often, taking turns throughout weekly supervisor conferences and twice a yr with all employees. When troublesome choices come up, we frequently use these rules as a information to make sure our actions align with our values.
The rest of the handbook covers the usual authorized necessities and advantages we provide, however what units it aside is how a lot it displays our philosophy and tradition, not simply guidelines.
What goes into the employees e-newsletter and why do you assume that is an efficient communications instrument for workers?
Our employees e-newsletter contains a mixture of essential occasions, visitor critiques, happenings round San Antonio that week, pictures, and a spotlight of one in all our key components from that week’s supervisor assembly. I personally love receiving it every week. It’s enjoyable to see the photographs and find out about free occasions within the metropolis. We encourage our employees to get out and revel in San Antonio on their break day, serving to them steadiness work and private life.
The e-newsletter additionally shares visitor suggestions, each constructive and constructive, so employees can see how their work is impacting our friends. General, it’s a constructive, reinforcing instrument: it retains everybody knowledgeable, highlights accomplishments, and reminds our workforce that they’re appreciated.
How have you ever partnered with the Nationwide and Texas Restaurant Associations?
We’ve been members of the Texas Restaurant Affiliation (TRA) since 2020, and it has been one of the inspiring organizations we’ve joined. By the TRA, we’ve attended the Nationwide Restaurant Affiliation Convention in Washington, D.C. thrice and visited our state capitol in Austin to fulfill with lawmakers.
TRA has helped us discover our voice and proven us that our issues matter to legislators. We’ve advocated on points reminiscent of no tax on ideas and additional time, bank card processing charges, and immigration reform, amongst others. Being a part of TRA has not solely empowered us to have interaction in significant advocacy but additionally strengthened our understanding of the broader challenges and alternatives dealing with the restaurant business.
What recommendation would you give to different restaurant operators who’re pondering of shifting to an identical culture-first mannequin?
I’d inform different restaurant operators contemplating a culture-first mannequin that, in at this time’s world, there actually isn’t one other method. Individuals need and should really feel valued. For us, it’s essential to create an setting that we truly take pleasure in coming to each day.
Specializing in tradition isn’t simply the best factor to do, it’s additionally sensible enterprise.
Morale instantly impacts your enterprise. We are able to normally inform when there’s an issue with employees as a result of adverse buyer critiques begin displaying up about three days later. It is sensible, when staff don’t really feel snug or supported at work, they will’t carry out at their finest. Specializing in tradition isn’t simply the best factor to do, it’s additionally sensible enterprise.
In what methods is that this message: “a robust, supported workforce is the guts of a very nice restaurant” translated to the visitor expertise?
When our staff really feel valued and supported, it instantly interprets into distinctive visitor experiences. They really feel empowered to create memorable moments for our friends and to deal with points earlier than they escalate. Completely happy, well-rested cooks make fewer errors and are extra artistic, usually contributing new concepts for dishes and flavors. When employees really feel supported, they’re additionally keen to go the additional mile for each their managers and our friends, making the restaurant expertise actually particular.
Why do you’re feeling pauses to replicate are so essential in a restaurant setting?
Considered one of our 5 keys is to take breaks to recharge, renew, and analysis. We put this into apply by closing the restaurant the primary week of January and for every week across the
Fourth of July. We imagine it’s important for our staff to have devoted time at dwelling with their households or to take a trip. Having predictable, assured break day permits everybody to step away from day-to-day duties, replicate, and return feeling refreshed, invigorated, and able to give their finest at work.
How do you keep the established tradition and values in a busy restaurant kitchen?
Sustaining our tradition and values in a busy kitchen is one in all our largest challenges. At the start, we rent managers who embody our values in order that even once we aren’t within the restaurant, the tradition is upheld. We additionally try to persistently mannequin our values for the employees, and once we make errors, we admit them and hold working to enhance. It’s an ongoing effort, however being intentional and clear helps our workforce keep aligned, even within the busiest moments.
