Strengthen supervision, make irregular inspections, and formulate a reward and punishment system. 1. Strengthen supervision

The first thing that Haidilao food suppliers should do to manage employees' loopholes in their work is to strengthen supervision. Besides their own reasons, employees' omissions in their work are also related to the imperfect supervision system. If the supervision system of Haidilao food suppliers is perfect, even if employees have loopholes in their work, It can also find and reduce losses in time, but the reason why it will cause losses is that the supervision is not strong enough, which leads to some adverse events. Therefore, the first and most important thing to manage the loopholes in the work of employees is to strengthen supervision, improve the supervision system, and put an end to such incidents from the root. 2. Implement irregular inspections

Implement irregular inspections in order to improve employees' performance. Let them keep a good state of vigilance at all times, so as to work carefully and reduce the occurrence of omissions. Although this strategy will consume a part of manpower, material resources and time, I think that the investment is less than the return. After all, the impact of an adverse event is far more than the investment of manpower, material resources and money. Therefore, it is necessary to implement irregular inspections. Over time, employees will develop the habit of being vigilant at all times. Employees' own omissions will be greatly reduced. 3. Develop a reward and punishment system

Employees will be negligent in their work. There may be another reason: the reward and punishment system is not clear enough, employees will not get much rewards if they work hard, and they will not be severely punished if they don't work hard. Therefore, the reward and punishment system should be strengthened, so that meritorious deeds will be rewarded and mistakes will be punished, so that employees can taste the sweetness of serious work and suffer from perfunctory work.