Performance management of employees in catering industry

How to improve employees' performance is a problem worthy of every catering manager's consideration. Below I have prepared articles on performance management of catering employees for your reference!

1. Use the talents

Managers often look for reasons from employees for poor performance. In fact, they should also reflect on whether they have problems in the use of personnel, whether they use their strengths and give full play to their strengths. It is difficult to achieve good performance if people are not good at employing people. To achieve good performance, employing talents is the first. Don't arrange a dog to climb a tree, and then blame it for not climbing well, because dogs are not good at climbing trees, and even an excellent dog can hardly climb a tree well. Instead, we should review whether we should arrange an ordinary cat to climb a tree.

2. Strengthen training

Training can improve the performance of employees, thus improving the performance of departments and the whole organization. What needs to be pointed out here is that training is not arranged when the company has problems, nor is it only for those employees who the company thinks have problems. Or, as some companies do, they only train excellent employees. In fact, the company's training should be carried out in a long-term, continuous and planned manner according to the needs of enterprises.

3, clear objectives

Have we clearly told employees that their work should be sales first? Or service first? Or profit first? Or all three. If employees don't have a clear work goal, they will usually be confused and confused, and have no sense of direction. Of course, their work efficiency will be affected. At the same time, because employees don't get clear goal guidance, their efforts will inevitably be different from the results that the company hopes to achieve.

4. Establish performance standards

Clear performance standards can make high-performance employees feel a sense of accomplishment and know that they have met or exceeded the requirements of the company. This achievement incentive effect is very obvious for higher-level managers or professionals. Clear performance standards can make employees who fail to meet the standards have a hard goal and know the gap between themselves and others, thus stimulating their work enthusiasm and striving to complete the work indicators. Note: Clear performance standards must be the basis for the company's salary payment to ensure the effectiveness of incentives.

5. Monitor performance appraisal in time

The appraisal period can be one month, one quarter or one year. However, monitoring should be done anytime and anywhere. If the monitoring is not timely, of course, comprehensive and objective first-hand information cannot be obtained. It is easy to lead to the phenomenon of competing for performance before evaluation, which makes? Smart people? Take advantage of loopholes and the evaluation is unfair.

6. Feedback the evaluation results in time

When the results of performance evaluation have just come out, it is the time when employees are most concerned about performance issues and think the most. At this time, the feedback efficiency is high, the employees are more engaged, the effect is good, and it is conducive to timely improvement of some problems. If after this period, both the appraiser and the examinee have put the appraisal aside, and the efficiency will definitely decrease; At the same time, employees will have a bad impression on the company's evaluation, and they will think that the company does not attach importance to evaluation. As other work has already started, the feedback from evaluation will also take up working time, which will inevitably bring adverse effects to other work.

7. Help subordinates find ways to improve their performance

When you find that your subordinates' performance is not good, just tell him/her? Your performance is not satisfactory? It's not enough. It's important that you also point out the reasons for his/her poor performance. What are the improvement methods?

underlings with poor performance are generally anxious themselves, but they can't find the reason and don't know how to improve. Ask your colleagues to worry that others will think you are ignorant and lose face. Consulting the manager is afraid of being criticized for poor performance.

At this time, managers should take the initiative to find him/her, analyze the reasons for poor performance with him/her, and help him/her find ways to improve. At the same time, if possible, it is best to provide corresponding opportunities for improvement and support with certain resources. The manager can succeed, and it is important that he/she can guide his/her subordinates, think, see and do what subordinates can't. If the manager himself can't surpass the employee, how can the employee serve her? In this case, most employees will not work very hard, and their performance will naturally not be good.

8. Give the final limit for improvement

For subordinates who have poor performance for a long time or new employees who have not performed well in the company soon, people usually use the method of dismissing employees. There is nothing wrong with dismissing low-performing employees decisively, but we prefer to give them another chance before dismissing them. For example, tell him/her clearly that the company will give him/her another month, and his/her performance must meet the requirements of the company, otherwise, ask him/her to find another job.

In addition to avoiding the costs and risks brought by re-recruitment itself (who can guarantee that the re-recruited person is better than him/her), there are two other advantages. One is that we have done our utmost to the dismissed employee, and he/she will not slander the company because of poor dismissal after leaving the company. In addition, it is also a signal to other/her employees who stay in the enterprise: the company treats employees with utmost forbearance, but if you don't work hard, you may lose your job.

9. Motivate in time

Our managers are often very concerned about poor performance, sensitive to employees and departments with poor performance, and criticize them in a timely manner. However, insufficient attention has been paid to the highlights of employees' work. Successful managers should focus on positive motivation. Even a little progress in employees' work should be affirmed and praised in time. Let employees always be in a state of confidence and excitement. In this way, the intelligence and enthusiasm of employees can be aroused, and their work performance can reach the best.

In addition, it is easy to make a mistake that economic incentives are not timely, and even when employees feel that there is something wrong with their working conditions, they think about whether the incentives are not enough; And when you see that employees are enthusiastic about their work, you forget the motivation.

The correct approach should be to motivate employees when they are in a good state, and wait until there are problems in their performance before the incentive effect is not good, and it will also give employees the illusion that being emotional (or something like that) can benefit. Prompt encouragement does not mean giving financial rewards to employees for any outstanding performance. In fact, it is impossible to give financial rewards to employees for any outstanding performance. Doing that is actually bribing our employees. The correct way should be to give spiritual encouragement anytime and anywhere? Praise, praise.

11, interpersonal relationship

There is no doubt that tense (bad) interpersonal relationship will consume people's energy, reduce people's wisdom, affect the cooperation between employees, and will definitely reduce work performance. Establishing good interpersonal relationships is usually conducive to improving work performance.

However, it should be noted that we should not turn a blind eye to the mistakes of our subordinates in order to improve our relationships, let alone give up our principles or even please our subordinates in order to improve our interpersonal relationships. Subordinates will resist rude accusations; However, most subordinates can accept well-intentioned criticism from their superiors. If the boss can help his subordinates to analyze the causes of the mistakes and improve the methods in the future while pointing out their mistakes, the subordinates will not only resist, but also thank them. Such a boss will be loved by his subordinates. ;