No need to tell you that restaurants have some pretty thankless jobs. We often dismiss the obvious fact to "well, someone has to do it!" Someone has to bus tables, scrape dishes, unload the dish machine, sweep, empty garbage, clean the grease trap....you know all the "hate jobs." So if there's nothing else to look forward to, this "someone" may well head for the door after seeing their "worth" in the first paycheck. Employees offered more than a paycheck are more likely to stick around. All it takes is common sense, some creative brain-storming and even a radio turned into "their" station (played at a soft volume....much as I personally "hate" radios in the kitchen, if they keep employees happy.......so you sacrifice ( a little!) Working in a windowless dish room during a busy time is penance. Few sculleries really want to show up for work, let alone work in an artificially lit environment, especially when the alternative ( on a sunny, hot summer day) is tapping a cold keg with friends. Be creative....let the utility people have input on creative ways to make their jobs more exciting and fun. Safe games...challenges between shifts, prizes, yeah, prizes can be used as incentives. Most utility people are young, often college "kids" looking for spending money, so a small $$$ gift certificate to a restaurant other than where they work can be earned. Top prize? Two tickets to a "rock concert." So much can be invented to get your staff motivated and to improve their performance. If they have a say, it works even better. Being of Italian decent, I can verify that Vanity, translated says "thy name, vanity, is Antonio!" With the "have to do jobs" associated in our industry, mini-tantrums are not uncommon and almost always come forth from less-than-confident Chefs! Any stern warning, handed out in loud, cruel ways, using "language" is a signal for our people to jump ship. Back-of-the-house labor is so short and hard to find, it is incumbent that we function with a pro-active, more gentle hand....dishwashers are indeed a precious commodity. Where do we prospect for cooks and pantry help? Allowing a little slack on the job is not all bad. People need to be considered to be more than production units, they need to belong, be a part of the team. To retain employees performing in "lower level jobs" and to have them stay put, treat them as being important components and try to make their lives on the job a little easier. Or a lot more fun. A lot of what I am saying applies to our chapter members. Treat each other with respect. Nominate and elect the right folks for our board and Chef of the Year. If we are not lead by outstanding, quality people, our ACF credibility suffers. No one wants to belong to an organization that emits an unprofessional "odor," whose leadership falls short of the best people available. We must make our chapter fun and exciting and creative....It's not my job alone, you know? I need you, every one of you. First to attend meetings, offering positive input. Secondly, participate aggressively in Chapter initiatives. Make every effort we launch a Chapter wide effort, every member who can participate, should "full steam ahead!" Success happens only if we make it happen....it takes all of us. October meeting will hold the first "mystery basket cook off" for candidates nominated for Chef of the Year 2002 under the tough new criteria you set into place.....come, support the nominees and see for your self who can best represent us as the best of the best. In November cast your vote. There's lot's going on....."Come on Down!!"