Get Your HR House in Order: Master Chef Style

If you’ve ever worked in a restaurant - or binge-watched The Bear - you’ve likely heard the phrase “mise en place.”

It’s the backbone of any well-run kitchen. French for "everything in its place," it represents more than just organizing tools and ingredients – it’s a mindset. Mise en place means preparing in advance - portions are measured, knives are sharpened, tools are ready. The groundwork is done before the pressure mounts so when the heat arrives, the team can operate with calm and precision.

Then there’s mise en scene - literally, “putting on stage.” It refers to the aesthetic and atmosphere: lighting, layout, ambiance, the elements that create the experience. Think of the warm glow over a dining room, the precision of the table setting, the seamless rhythm of service.

One sets the system. The other sets the stage.

In HR, both matter.

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HR teams occasionally like to dive into strategy – items related to engagement, culture, performance - without shoring up the operational foundation to support these activities. The intention is there but the infrastructure may be absent.

Alternatively, attention may be given to appearances: a polished career page, aspirational culture statements, and a handful of well-placed perks. But, just as over in that restaurant, the employee experience suffers if the systems behind the scenes are unstructured or inconsistent.

Mise en place in HR includes:

• Clear, repeatable onboarding that isn’t reliant on memory or ad hoc reminders
• Offboarding processes that are comprehensive and respectful
• PTO policies that are easy to access and interpret
• Documentation that is both relevant and consistently used
• HRIS, payroll, and performance systems that integrate effectively
• Managers who have reliable access to guidance and tools without unnecessary delays

It’s about flow. Anticipating what’s needed before it’s urgent. Well-constructed operations create space for responsiveness and quality. 

Mise en scène in HR includes:

• A physical and cultural environment that reflects your values
• Communication practices that are purposeful and aligned
• Structured experiences—from onboarding to performance management—that feel intentional, rather than reactive or scripted

When HR aligns both the operational foundation and the cultural experience, the result is noticeable. Employees find what they need with ease. Managers aren’t forced to reinvent process. Leaders can focus on vision and impact. The service feels seamless because the structure is sound.

And just like a well-run kitchen, when everything is in its place, the experience speaks for itself.