My last "real job" was at a plastic plant as a foreman. The company was scaling up and had massive issues when I joined. Good for me-I moved up quickly-but they couldn& #39;t get past the bottleneck of hiring, and in my 3 years there averaged a 125%+ turnover rate.

Looking back, part of the issue was the A1 staff were very cliquish and had been there for 15+ years, and the struggled to pass on their knowledge.

It& #39;s something that I& #39;m hyper aware of as we expand-how do we properly go from a company where myself and our head chef

are at the restaurant 90% of open hours and work 30+% of total hours, to at the restaurant <35% of the time and work <10% of total hours?

Everyone talks about systems, and we& #39;ve been implementing them to the best of our abilities (not a strength, yet). But we& #39;re also trying

to hire correctly and give a huge amount of autonomy to the staff after training. It feels like a huge risk in this industry, but I& #39;m not sure if any other method would be better. As a fan of game theory, it& #39;ll be interesting to watch it play out in real time