How to Build a Non-Toxic Restaurant

There’s a shift happening in hospitality. The industry is finally waking up to something many of us have known for years: toxic kitchen culture isn’t a badge of honour—it’s a business risk.

The best restaurants today aren’t just known for what’s on the plate. They’re known for what it feels like to work there. That atmosphere, the tone, the relationships, the respect and this isn’t accidental. The core values of a restaurant are often what shape and sustain that culture over time. And culture is your most valuable asset.

Here’s how to build one that’s contemporary, sustainable, and entirely free from toxicity.

Make Your Values Visible

It’s one thing to say you “value respect.” It’s another to embed it in your day-to-day operations. Values aren’t slogans on a wall, they show up in your rota patterns, your team briefings, and how you respond to stress on a busy Saturday night.

Want to build trust? Be consistent. Want to be respected? Respect others first—front of house, back of house, KP, everyone.

This kind of visibility reinforces the core values of a restaurant, making them something your team experiences rather than just hears about.

Structure Creates Safety

Culture isn’t just about being “nice.” It’s about creating the conditions for people to do their best work. Clear systems, boundaries, and predictable processes don’t kill creativity. They support it.

Set clear expectations. Honour breaks. Design workflows that reduce chaos. When your systems reflect respect and clarity, they reinforce the core values of a restaurant. This kind of structure isn’t rigid, it’s respectful.

Lead Like a Coach, Not a Commander

The old-school model of shouting chefs and silent staff is long past its expiry date. Today’s teams respond to collaborative leadership, where people are listened to, encouraged, and held accountable with care.

Want your team to thrive? Ask questions. Offer feedback. Make space for ideas. Train your managers to be people leaders, not just task managers.

Name the Toxic Stuff and Cut it Out

Don’t ignore the things that quietly corrode your team: gossip, cliques, passive aggression, bullying dressed up as “banter.” These things might seem small, but they add up.

Be brave. Create a culture where issues can be raised without fear. Call out the behaviours you want to shift. Your team is watching how you respond. Upholding these standards is central to maintaining the core values of a restaurant, especially when it comes to integrity and psychological safety.

Inclusion is Non-Negotiable

A truly healthy culture is one where everyone feels they belong regardless of background, identity, or role. That means building an environment where people can be themselves without fear of judgment or bias.

Listen to diverse voices. Be aware of who gets heard and who doesn’t. Offer flexibility, fair pay, and policies that support different lived experiences. Inclusion isn’t just ethical, it’s what makes teams stronger, smarter, and more creative through its diversity. The aim should be to appropriately represent the area and any food heritage you are serving.

Celebrate Everyone

Too many restaurants still act like the chef is the only star. But the magic of hospitality happens through collaboration from KP to GM.

Give praise where it’s due. Celebrate wins. Let FOH and BOH learn from each other. The more your team understands and values each other’s roles, the better your service (and your retention) will be.

Invest in People

Don’t just hire. Develop. Support people with training, progression plans, and space to grow. When someone sees a future in your business, they’re more likely to stay, contribute, and take pride in their work.

Embedding growth, recognition, and leadership into daily operations reflects the core values of a restaurant in action—not just intention.

Culture isn’t a perk—it’s a strategy. And like any strategy, it needs resourcing.

Time to rethink how you work?

A contemporary, non-toxic culture isn’t fluffy. It’s practical. It creates stability, fuels performance, and keeps your team engaged for the long haul.

At The Engine Room, we help you build the operational systems, leadership structures, and business rhythms that support the culture you want, without burning your team out in the process.

If you’re ready to do things differently, we’re ready to help.

Find out how The Engine Room can become the operational backbone of your business.