The best restaurants don’t just train employees. They build people. And the one thing that makes that possible? Mentorship.
It’s not always formal. It rarely comes with a handbook. But in every great kitchen, someone is paying it forward: offering guidance, pushing for growth, and quietly shaping the next generation of leaders.
Mentorship doesn’t just improve skills. It improves culture. It strengthens teams. It’s the invisible thread that connects past to future and keeps the best of this industry alive.
Season 1 of Restaurant Ready, hosted by Matt Jennings and Carolyn Grillo, brought this into sharp focus. The most impactful stories of the season were about people helping people. These quotes are pulled directly from those candid, honest conversations on what mentorship really means, and why it’s more urgent than ever.
Why Mentorship Matters
Mentorship isn’t just a feel-good idea. In other industries like medicine, business, and education, it’s widely recognized as a driver of success. A whopping 75% of executives say mentorship was key to their growth, according to a survey by the American Society for Training and Development. Mentored employees report higher satisfaction, better performance, and longer retention.
Hospitality is no different. In fact, because this work is so human, so emotionally and physically demanding, mentorship may be even more critical.
“If we don’t help the next generation rise up, we all suffer,” said chef Andrew Zimmern. “Mentorship is not just an obligation. It’s a survival strategy.”
The Hidden ROI of Mentorship
Restaurants that prioritize mentorship see the ripple effects quickly. It’s not about formal programs. It’s about a culture of passing it on.
At Grove Bay Hospitality Group, mentorship is baked into advancement.
Chef Kenny Gilbert, VP of Culinary, won’t greenlight a promotion unless a cook has proven they can teach others: “Don’t come to me saying someone’s ready to be a sous if they haven’t trained someone else. That’s part of the job.”
This kind of internal mentorship doesn’t just create leaders. It builds trust, alignment, and capacity across the team.
Mentorship as Identity Work
For many chefs, mentorship helped shape more than their skill set. It shaped their sense of purpose.
“The people who mentored me didn’t just teach me how to cook. They helped me understand why I cook,” said chef Yia Vang. “Mentorship isn’t about creating clones. It’s about helping people step into their own identity.”
And it’s not just about what’s on the plate.
“I’m not just teaching recipes,” Vang added. “I’m teaching identity. Mentorship is how we keep our stories alive.”
Chef Maria Mazon echoed the sentiment: “I needed people who weren’t just going to clap when I did good. I needed people who could tell me the truth and help me see what I didn’t want to see yet.”
This kind of mentorship safeguards something deeper than operations. It protects the culture and values behind the food.
A Leadership Practice, Not a Personality Trait
Mentorship is not just for extroverts. You don’t need to be everyone’s best friend or a charismatic speaker. You need to care, be present, and pass on what you know.
“There’s no knowledge hoarding in kitchens that work,” said Zimmern. “The whole point is to pass it on—to make someone better than you were at that stage.”
Chef Duff Goldman brings this philosophy into every leadership decision he makes. “I try to be the boss I wish I had,” he said. “That means teaching people not just how to do the work, but how to be decent, kind, thoughtful humans who take care of each other.”
Mentorship as Culture
Mentorship is what makes culture stick. It’s the transmission mechanism for values, behaviors, and expectations.
In chef Manu Buffara’s restaurants, it’s part of a holistic ecosystem that keeps her team engaged: “People want to be listened to,” she said. “We have to give them knowledge, information, and opportunity, not just inside the kitchen, but outside too.”
Her “Manu Talks” program invites speakers to discuss topics like yoga, mental health, and financial literacy based on what her team wants to learn. Some of her team members have stuck with her for over a decade. That kind of retention doesn’t happen by accident.
How to Start a Mentorship Culture in Your Kitchen
As chef Sarah Grueneberg put it, “In hospitality, you can’t just complain that there’s a labor shortage and then not be teaching, not be mentoring. It’s our job to build people up, not just to fill roles, but to help them thrive in them.”
You don’t need a formal program. You need intention.
- Start with one person. Who’s ready for more? Who’s struggling? Reach out.
- Model it. Don’t just tell, show. Teach while doing.
- Create space for growth. Daily huddles, one-on-ones, and kitchen buddies work wonders.
- Reward it. Celebrate great mentors in front of the team.
- Make it cyclical. Encourage mentees to become mentors.
Mentorship can flow in every direction: top-down, peer-to-peer, even bottom-up. That’s how you build resilient teams that adapt and grow.
Why It Matters Now
Mentorship isn’t just about preparing the next generation. It’s about building stronger teams, preventing burnout, and keeping culture intact when everything else is shifting.
“Mentorship is how we leave something behind that matters,” said chef Norman Van Aken. “It’s not just about your name on the door. It’s about who you helped get through the door after you.”
So ask yourself: Who are you helping get through the door? Because the future of the hospitality industry depends on it.
Mentorship is the backbone of strong teams. At MAJC, we connect hospitality leaders with the tools and insights to grow their people, build trust, and lead with impact. Explore what’s possible at MAJC.
At MAJC, we help operators design service, systems, and strategy that keep guests coming back. From real-world playbooks to expert insight, it’s all here. Start building your edge at MAJC.
At MAJC, AI helps us organize thoughts and speed up workflows—but every article is shaped, refined, and approved by real people who live and breathe this industry. We think honesty (like hospitality) works best when it’s real.
