Throughout my life, I’ve had the privilege of working in quite a few places, but none taught me as much as working in a pizza shop. You might wonder, “What could you possibly learn from a pizza shop?” Surprisingly, quite a bit. Taking orders at my pizza shop truly opened my eyes to common leadership pitfalls and helped me avoid making the same mistakes in the future.

• Loyalty Lies with the Team, Not the Mission

Can you recite the mission of your organization? If not, you're not alone. A 2015 Achievers' survey showed that 61% of employees don’t recall their organization's mission. This doesn't mean that 61% of the workforce isn’t loyal to their organization; it simply means the values of the organization aren’t top of mind for most employees. 

At the pizza shop, it wasn’t the mission or values that kept me coming back shift after shift. It was the camaraderie with my colleagues. Laughing between orders, supporting each other after difficult interactions with customers, and the sense of being part of a team were what made the job worthwhile. Some colleagues would quit and return, not due to lack of opportunities but because they missed the team. 

Managers who respected this camaraderie allowed us to be ourselves, stepping in only when the laughter became too rambunctious. Leaders who understand the importance of team dynamics encourage friendships and dialogue to flourish. This fosters a positive work environment where employees work better as a team, communicate effectively, and know where to turn when they need help.

• Micromanagement Hurts More Than It Helps

Micromanagement isn’t a new phenomenon. Many of us have had a micromanaging boss at some point. Often, they have good intentions, maybe wanting us to succeed as they did or having trust issues from past experiences. However, micromanagement had very negative consequences at the pizza shop.

A few months into my time at the shop, our management was replaced. The new manager began watching the cameras from home during evening shifts and would call employees to complain about their performance. As you can imagine, morale dropped immediately. It was hard to work knowing that any moment you could be criticized based on unrealistic performance metrics. Our team spirit took a hit, the quality of our work declined, and employee retention plummeted.

• Pay People Their Worth

If you want your employees to invest in the success of your business, you need to invest in them. No one expects to be a millionaire working in a pizza shop, but no one dreams of having to work two or three jobs just to pay rent either. Many of my colleagues were working close to full-time hours yet were barely making ends meet. They often left their shift at one job to go to another, and in the midst of this, the manager expected them to go above and beyond.

Responses like “that’s not my job” or “that’s above my pay grade” weren’t meant to be rude; they were rooted in self-preservation. New management couldn’t seem to grasp that employees had lives outside of work, leading to a lack of respect for off time. This caused employees to work long hours or struggle to take unpaid time off, having to appeal to management’s whims. 

If employees were paid better or given meaningful raises, they would have been more likely to stay and perform better. Overworked and underappreciated employees are less likely to help their team, but fair pay would have demonstrated an investment in the people who made the business successful and could have improved retention and performance.

• Foster Culture Over Friendship

There were two distinct types of managers at the pizza shop: those we talked to and those we talked about. The managers we talked to were the ones who listened, helped solve problems, or provided a safe space to vent. The managers we talked about were those who tried to lead by example but didn’t quite hit the mark. They would make grand statements about teamwork or integrity but fail to follow through.

When we had effective leaders we felt validated, not just seen. They were the hardest workers, ensuring the process ran smoothly, staying late so their coworkers could get home to their families, and stepping up to close the store when needed. These leaders fostered a culture of positive communication and trust, making a lasting impact on the team.

In conclusion, my time at the pizza shop taught me invaluable lessons about leadership and teamwork. Employees are loyal to their team, not the mission. Micromanagement hurts more than it helps, and fair pay is crucial for retaining good employees. Most importantly, fostering a strong, positive culture is more impactful than simply encouraging friendships. These lessons are essential for creating a thriving workplace where employees feel valued, respected, and motivated to give their best.