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Sharing the P& L with the line cooks

post #1 of 12
Thread Starter 
What is everyone's thoughts about sharing the P&L with the staff? I'm hoping that it will help them get involved in the process of doing business, also maybe they will understand that the profit margin is very low in restaurants. mixed feeling. Thoughts?
post #2 of 12

Interesting coming from an owner.  I guess it's your call.  Nothing in the P&L is really secret but it's also not something everyone will understand or appreciate. Ultimately most people care about the things that affect them personally.  You know your staff- do they want to know?  Maybe sharing it once and awhile will make them feel important and included, part of the team.  But it could really bog them down if you insist everyone be brought up to speed and really understand it.

"Excellence is an art won by training and habituation. We do not act rightly because we have virtue or excellence, but we rather have those because we have acted rightly. We are what we repeatedly do. Excellence, then, is not an act but a habit." - Aristotle
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"Excellence is an art won by training and habituation. We do not act rightly because we have virtue or excellence, but we rather have those because we have acted rightly. We are what we repeatedly do. Excellence, then, is not an act but a habit." - Aristotle
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post #3 of 12
If they're not going to personally profit financially from changing their behaviors/minimizing waste/etc they won't give a damn.
post #4 of 12

The purpose of what you are trying to do is to make the staff understand that the food they work with each and every day should be looked at as money, dollars, and to that end getting the staff to come on board takes whatever you can think up to do. Good for you.

 

But don't stop there. Walk around the kitchen during prep and look into the garbage bins and see what's being thrown out. You'll be very surprised. Walk through the coolers and look in the reach-ins to see what's in there. If things are wrapped or stored properly, or not used in a timely manner....that too is dollars lost.

post #5 of 12
It kinda sorta depends on what kinda people you have hired.
Some are just there for the paycheck (the ones lulu put the finger on)....the kind that are just "passing thru" on the road to more $$ .
Then you have the peeps with the dream of someday opening their own place and are hungry for any info that may help them achieve that goal.
Those are the ones who come early and stay late.
The ones who have pride in what they do ....
They want to climb that ladder not so much for the title but for the chance to make important contributions.

Ross hit the nail on the head about the "L" ......
Valuable lesson learned just by looking in the garbage can and the nether regions of the walkins and dry pantrys.

mimi

Wouldn't hurt to have them participate in the monthly booze inventory either.
Real eye opener when they realize the profit to be made if those darn bottles don't spring a leak lol.

m.
post #6 of 12

The staff that are conscientious are not going to become more conscientious by being shown the P&L. The staff that couldn't care less are not going to care more upon being shown the P&L. The biggest impact upon the P&L rests upon the owner shoulders ultimately anyway.

 

I worked a place that shared the P&L. I could affect the P&L on a nickel and dime level but dollars were being hemorrhaged that I was not allowed any input on. I tried to console myself with the fact that it wasn't my money, but being a former owner and extremely anal bottom line conscientious numbers guy, it still frustrated me no end.

 

Hindsight has shown me that it was actually my money as well though because when it became time to ask about a COLA and a merit raise, I was told the business could do neither. Disgruntled and former were the best adjectives to describe me after that episode.


Edited by cheflayne - 4/1/15 at 11:36am
Wisdom comes with age, but sometimes age comes alone.
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Wisdom comes with age, but sometimes age comes alone.
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post #7 of 12

See I have a differing opinion. Showing the staff the P&L shouldn't be about inclusion or team work or blah blah blah, because most food service workers could care less about that Rah Rah Restaurant stuff. With that said, you show them the P&L and tie it to their wallet, they might do their jobs more efficiently. P&L directly effects everyone in the building in that if it's all screwed up the building will close and everyone won't have a job. Present it that way, saying that this, this and this didn't happen, don't be surprised you didn't get more money. I believe if that is done the right way, exposing the staff to the P&L gives you more of reason to hold them accountable.

post #8 of 12


Some will care and some wont. If you want them all to care  tie in raises and bonuses in with cost, and tell them that.

Chef EdB
Over 50 years in food service business 35 as Ex Chef. Specializing in Volume upscale Catering both on and off premise .(former Exec. Chef in the largest on premise caterer in US  with 17 Million Dollars per year annual volume). 
      Well versed in all facets of Continental Cuisine...

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Chef EdB
Over 50 years in food service business 35 as Ex Chef. Specializing in Volume upscale Catering both on and off premise .(former Exec. Chef in the largest on premise caterer in US  with 17 Million Dollars per year annual volume). 
      Well versed in all facets of Continental Cuisine...

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post #9 of 12
Quote:
Originally Posted by Rocco View Post

What is everyone's thoughts about sharing the P&L with the staff? I'm hoping that it will help them get involved in the process of doing business, also maybe they will understand that the profit margin is very low in restaurants. mixed feeling. Thoughts?

 

My thoughts are no. I would say even in kitchens where you are quite selective of whom is hired they simply don't care, it's a fact. Sure you might have some star pupils who may say the right things and may do the right things but they don't truly care unless it positively/negatively affects their own compensation. Perhaps giving them percentages instead of actual $ figures is an alternative to show them how much is left over after food and labor are factored in (I.E. not much!). If you show actual figures you'll get some idiots who say "Wow, we did this much in food sales I should be getting a raise! These greedy owners are taking advantage of my superb talents and die hard work ethic I'm worth more!".  LOL I can only imagine how many line cooks would be thinking this exact thought.

 

If making a point of getting cooks to care more about the betterment of your restaurant is your goal you've already wasted the time in thinking of ways to do it. Hiring superb people is the only way and finding these types of people are like finding unicorns. I might sound miserable but in my management experience the only way to get cooks to do the right things (I.E. lessen waste, properly ice down seafood, cleaning stations fully etc.) is to crack the whip when they're NOT being done.

post #10 of 12

I bellieve that you should speak to them about the p&l but epidermically and with exambles...(cut some meat with a bad way and weight the loss,tell them how does it cost)

Tell them which thinks they should care about and maybe give them a bonus or take them out for a drink to celebrate a target you put and they succeed.

If the bussines is healthy and huppy, the employs are huppy too.Help them so they can help you too..Everything has to do with the numbers at the end.

post #11 of 12
IMO if some of these disgruntled employees would take a lookie loo at their place of employment's quarterly P&L report and then show some initiative and try to impact the deficit of the loss column in a meaningful way maybe.....just maybe... good karma would come pouring down upon them.
Good karma disguised in the form of increased respect and monetary compensation.

just sayin'.....

mimi
Edited by flipflopgirl - 4/6/15 at 3:09am
post #12 of 12

I do share the P&L with a few key employees, and share labor and food costs with certain team members I would like to see grow.

Hope that helps.

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