Thank you guys, you are simply validating what I know to be the right decision. I feel bad, we recruited him from another business, but in the end I’ve found a lot of people coming from a corporate background struggle w an “entrepreneurial” situation…I don’t see him being the type to change.

I’ve worked with chefs my whole life, he fooled me and did not interview like the pompous ass he is showing himself as. I think I’ll be able to get him a 2 weeks severance, Monday’s going to suck.

"I feel bad"....terminate them

The right decisions are often the hardest. When your business fails and all employees are out of a job it will REALLY feel bad. You will be doing this person a favor as well as your team.

quote:

Originally posted by newtoSig765:
He's not following orders, screwing up your business, and you have to ask? Well, I guess that comes with the times.

Are you sure this guy really was what he says he was in his previous job?

Fire his ass, before your customers start firing your company.

This!!!!!!!!!!!!!

quote:

Originally posted by Ronin1069:
he is changing recipes in the spirit of cost or ease. (trading out butter for margarine in pastries) and recently made the decision to stop purchasing regular eggs so that he could use liquid eggs instead.

God that is not "chef" quality. Would the customer base like it if told their food they're eating is made with margarine and liquid eggs instead of real butter and fresh eggs? I think not.

quote:

Monday’s going to suck.

Not sure about that Ronin. A solid termination based on fact is a thing of beauty.
The new guy is down the road to seek sucess and you get to continue your journey
towards whatever goals you have in mind. Nothing personal,just bidness.
Curious as to what kind of food you feature. What is your specialty?

It sounds like he should open his own restaurant instead of working in yours. I've hired people that have brought in good ideas but when they think they can take over the company they've always been wrong.

I manage a team of 12....

He needs to go. Now.

I manage over 50 people in offices from coast to coast. I deal with the most insane HR issues you can imagine. You told him your expectations when you hired him, you coached him when he was not doing as you wished, you followed up with him when he continues to go off the reservation. There is nothing left to do and nothing to feel bad about. It's business, fire him ASAP.

My underlying principal with employees is "I write the checks, do things the way I want them done or give me concrete proof there is a better way to do things". He hasn't. In fact, he has made things worse and gone contrary to what he has been told.

First thing Monday, he's gone. No other way. And don't feel bad or regret it for a millisecond.

quote:

margarine

Dude's got to go.

GET RID OF HIM ASAP. Nothing will lose customers faster than changing the taste of their favorite dishes. People can tell the difference between butter and margarine and real eggs and liquid eggs and never come back. The reason most people go to restaurants is because it's better than what they can cook themselves.

2 things yes fire him. And apologize to the staff. Let them know you are the boss and that he didn’t treat them well and you recognized that. Good spot to build up the staff you do have and make them feel involved.

quote:

Originally posted by 46and2:

quote:

margarine

Dude's got to go.

Yes. I don't even eat that crap.

I would absolutely get rid of him but I would consult your attorney first to make sure you cover your ass.

Alienating your staff is an awful offense. Your greatest asset to the organization are the people.

Happy employees make happy customers. Take care of your people and they will ensure you succeed.

quote:

I would absolutely get rid of him but I would consult your attorney first to make sure you cover your ass.

One good thing about Minnesota, we are an "at will" state. Possible we might lose to unemployment court, but that's it.

I agree with the guy that said you should have fired him yesterday.

They can't all be winners.

quote:

Originally posted by Ronin1069:

quote:

I would absolutely get rid of him but I would consult your attorney first to make sure you cover your ass.

One good thing about Minnesota, we are an "at will" state. Possible we might lose to unemployment court, but that's it.

Not when he's only been there a few weeks, just document everything. Also, do not feel bad about firing him. You didn't fire him, he did it himself.

Two weeks severance is never a bad thing. At Will state helps you a lot.

Don't feel bad. In your initial interview and in further meetings is seems you have laid out your expectations clearly. Doesn't appear that those have changed. Whether he just doesn't get it, or refuses to, doesn't matter. At what you're paying him, hand holding is out of the question. His job is to meet your expectations and he isn't doing it.

I've been managing folks since the late 80's and letting folks go, no matter the reason, sucks. It sounds to me like you've been very reasonable and have made plenty of effort to bring him on line. Sometimes stuff just doesn't work.

Let him go, and do something nice for the staff.

If yours is a "right to work" State you can show him the door without the two week business. If not tell him two weeks pay but don't bother showing up. Telling him that there is an obvious disconnect between his perceptions of how things should be done and what you and the other owners have told him will stick in his craw. Don't need him around for two more weeks generating pay back mayhem.

Firing under these circumstances should not cause you personal distress. This bozo is bringing it all on himself.


As an aside I did plenty of both hiring and firing in my day (I had a civilian career in addition to my military one) as well as grooming subordinate managers. Funny but many had a more difficult time handing out meaningful praise than chewing ass or even firing folks.