Welcome to Morsels, your go-to newsletter from MAJC, breaking down hospitality insights into bite-sized chunks.
The best teams don’t just run on talent—they run on trust, training, and tools that actually work.
This week, we’re spotlighting what it means to truly support your staff. From succession planning and values-led leadership to real-world workforce systems, these are the strategies that help restaurants run stronger—not just harder.
🎥 WATCH: Succession Planning in 3 Minutes Flat
What happens when your best GM walks out the door? On this episode of Serving Success, Hopdov’s Annie and Molly break down why smart leaders train their replacements—and how to start. Quick, sharp, and worth the watch.
Takeaways:
Rotate responsibilities to build bench strength.
Normalize handoffs to reduce burnout.
Treat succession planning as a long-term strategy.
🎙️ LISTEN: Katherine Miller on Chefs as Change Agents
Chefs don’t just feed people—they shape culture. Katherine Miller, author of At the Table, shares how chefs can use their voice to shift policy, spark change, and build businesses that stand for something.
Takeaways:
Chefs are natural advocates with real influence.
Change starts small—but starts with you.
Guests are choosing values, not just venues.
📖 READ: Restaurant Workforce Management 101
Hiring, training, retention—it’s all workforce management. And when you get it right, everything else runs smoother. This guide breaks it down into three parts—Hire Smarter, Train Better, and Lead with Purpose—with insights from chefs like Gavin Kaysen, Maria Mazon, and Emily Luchetti.
Takeaways:
Hiring with intention builds real culture.
Great training doesn’t happen once—it happens every day.
Strong systems make leadership easier, not heavier.
Cheers,
Your Friends at MAJC
Forwarded from a friend? Click here to become a member of MAJC and get weekly insights, strategies, and exclusive access to the community.
Already a MAJC member and having trouble with the links? Make sure you’re signed in to your account. Our content is only visible when you’re logged in.
We’ve just sent you an email with everything you need to access the MAJC community. If you don’t see it within a few minutes, please check your spam folder.
Need help? Reach out to our team majcsupport@email.com
Last Updated: March 11, 2025
Welcome, and thank you for your interest in MAJC (“Community Owner,” “we,” or “us“) and our online community, along with any mobile or other downloadable applications that we make available to enable access to the same (collectively, the “Community“). These Terms of Service are a legally binding contract between you and Community Owner regarding your use of the Community.
PLEASE READ THE FOLLOWING TERMS CAREFULLY.
BY ACCEPTING THESE TERMS, EITHER BY CLICKING “I ACCEPT” OR BY OTHERWISE ACCESSING OR USING THE COMMUNITY, YOU AGREE THAT YOU HAVE READ AND UNDERSTOOD, AND, AS A CONDITION TO YOUR USE OF AND ACCESS TO THE COMMUNITY, YOU AGREE TO BE BOUND BY, THE FOLLOWING TERMS AND CONDITIONS, INCLUDING COMMUNITY OWNER’S PRIVACY POLICY (COLLECTIVELY, THESE “TERMS“) EITHER (A) ON BEHALF OF YOURSELF AS AN INDIVIDUAL, OR (B) IF YOU ARE ACCESSING THE COMMUNITY ON BEHALF OF AN ENTITY, ORGANIZATION, OR COMMUNITY OWNER, ON BEHALF OF SUCH ENTITY, ORGANIZATION OR COMMUNITY OWNER FOR WHICH YOU ACT, AND YOU REPRESENT THAT YOU HAVE THE AUTHORITY TO BIND SUCH ENTITY, ORGANIZATION OR COMMUNITY OWNER TO THIS AGREEMENT. IF YOU ARE NOT ELIGIBLE, OR DO NOT AGREE TO THE TERMS, THEN YOU DO NOT HAVE OUR PERMISSION TO USE THE COMMUNITY. YOUR USE OF THE COMMUNITY, AND COMMUNITY OWNER’S PROVISION OF THE COMMUNITY TO YOU, CONSTITUTES AN AGREEMENT BY COMMUNITY OWNER AND BY YOU TO BE BOUND BY THESE TERMS.
ARBITRATION NOTICE. Except for certain kinds of disputes described in Section 15 (Dispute Resolution and Arbitration), you agree that disputes arising under these Terms will be resolved by binding, individual arbitration, and BY ACCEPTING THESE TERMS, YOU AND COMMUNITY OWNER ARE EACH WAIVING THE RIGHT TO A TRIAL BY JURY OR TO PARTICIPATE IN ANY CLASS ACTION OR REPRESENTATIVE PROCEEDING.
3.1
3.2
3.3
5.1
5.2