first, if there are not many people in the store, the most effective way is not to concentrate new employees for special training, but to use the traditional mentoring system at work to bring in the old. On the first day of employment, a newcomer should be assigned his own master. Moreover, not everyone can be a master. "Master" is a special honorary qualification. For example, there are six chefs in the back kitchen, and only one person can take a new chef. Being a "master" is an important spiritual encouragement to an old employee.

second, the teacher-honoring ceremony should not be casual, and there should be enough sense of ceremony. For example, hang up the banner of "Apprentice Ceremony", let the apprentice offer a cup of tea to Master, and Master will give the apprentice a small gift. Don't underestimate this link. Publicizing this relationship with a ceremony can directly enhance the emotional connection between the two people, which will be of great help to the initiative of Master and his disciples in the future.

Third, every master should quantify the work of bringing new people and make clear the learning requirements for his disciples every day. For example, for the waiter who serves food, don't forget to wear a mask and a badge the next day; On the third day, you should know all the managers such as the head of the kitchen and the lobby manager ... On the seventh day, you should be able to try to leave the independent stand of Master.

Fourth, learning requires a closed loop. Before opening the door every morning, Master will spend 15 minutes to assess the learning effect of the previous day. If the apprentice can't pass the assessment, he should increase the practice time in the day's work and accept the first and second day's work assessment at the same time on the third day.

Fifth, Master should help newcomers to establish a sense of purpose and direction. The first three months of employment are the most unstable period for newcomers. On the first day, Master must clearly tell newcomers the way to rise in these three months. For example, in the first month of probation, you need to be able to look at a table independently. If it is completed, you can become a full member and raise 311 yuan's salary; After 8 months, the company will have an assessment, and if it passes, it can apply to become the regional team leader, and the salary will be added to 611 yuan.

Sixthly, we should assess Master's performance in leading people. If the apprentice retention rate is less than 71% for three consecutive months or half a year, it means that Master is unqualified. If the apprentice's retention rate is higher than 81% within three months, or if the apprentice can get started within one week, praise Master publicly in stores, regions or the whole company. This sense of honor will further stimulate Master's enthusiasm and form a virtuous circle.