A large number of studies have shown that too much work pressure on the physical and mental health of workers will cause great harm to the organization will also have a negative impact, such as causing worker dissatisfaction, negative, high turnover rate and absenteeism and other issues. Especially in the catering industry, the provider of its service products mainly lies in the front-line service employees, in the face of fierce competition in the new era, enterprises must attach great importance to the psychology of the staff, make every effort to reduce the psychological pressure of the front-line staff, to achieve harmonious management and promote enterprise development. First, the source of psychological pressure formation of front-line employees 1. Pressure from the workplace There are many reasons for the pressure brought by the workplace, such as insufficient innovation, work difficulty, low value of the work, etc. If the employees can not feel the challenge of the work, they can not feel the pressure from the workplace. If employees do not feel challenged or stimulated by their work, or do not believe that their contributions are valuable, they will experience apathy, boredom, low morale, and lack of self-worth, resulting in great psychological stress. In addition, repetitive, simple, and short-term tasks are easily bored, and jobs that employees perceive as passive, low-skill, lacking in variety, and low in decision-making participation are also stressful. 2. Pressure from internal supervisors Some managers do not manage scientifically, which can also lead to the emergence of employee stress. Especially some managers of poor quality, they are very demanding of subordinates, in fact, in the past for their own hard work to seek a kind of psychological compensation, but ignored the ideological education of subordinates and positive incentives. In this bureaucratic management and suppression, the staff's thoughts become a pool of stagnant water, work and life will lose enthusiasm and enterprise. 3 from the pressure of external customers Hotel is a comprehensive labor-intensive industry, the need for continuous contact with external customers. Now some hotel companies, "the customer is God" for the purpose of making the front-line service employees must spend time to predict customer behavior, to meet customer needs, and if the staff's perception of their own role and the customer's expectations of their roles there is inconsistency between the staff will have a direct impact on the staff's work performance and sense of satisfaction, and affect the mood! Produce pressure. Second, the hotel front-line staff psychological stress management countermeasures 1. Establish a scientific salary and benefit system and reward and punishment system Scientific salary and benefit system should be established with the benefits of the enterprise appropriate correlation, rewarding the good and punishing the bad, reflecting the age of contribution and technical level. Material incentives should be in line with the actual needs of the staff as much as possible, and a reasonable promotion system should be established to motivate the staff to improve the quality of service. Through the salary system to help employees establish a correct work vision, establish the psychological correlation between hard work and salary increase, and improve the psychological degree of pressure of employees to work hard. 2. Analyze the source of work pressure, to the staff to "reduce the burden" to be good at identifying various sources of pressure, the development of countermeasures for different pressures. To analyze and study the work pressure, whether there is to the staff assigned to the task degree of difficulty is not appropriate, the work of the time limit is too tight, the goal is set too high, and this arrangement or design is not carefully studied, or is not realistic. If so, then the need to readjust the work objectives, content, time limit, etc., redesign the work task, so that employees to achieve the "burden reduction" effect, so as to truly match the personnel. 3 focus on communication between upper and lower levels, good coordination of interpersonal relations Communication is the basis for interpersonal coordination. Managers should be good at guiding employees to understand the work of consciousness, promote its emotional relationship with the guests, and appropriate authorization to train employees to deal with thorny issues, increase the challenge of work, improve the sense of achievement of the staff, but also the establishment of the "aggrieved award" to comfort aggrieved employees. 4. Create good working conditions, optimize the working environment Treat employees as guests, give them "comfortable, clean, neat, safe" environment. Through the working environment of light, ventilation, air, color, object placement and other perceptual conditions to optimize the working environment of employees, so that employees feel comfortable. Under the environmental conditions of sufficient light, fresh air and good ventilation, we provide employees with equipment and facilities suitable for work, and design an orderly service workflow to enhance employees' desire to work and create, and promote the improvement of work efficiency and service quality. From the need of human comfort, create a good working environment, reduce or eliminate the poor working conditions to the staff discomfort. 5 affirmation of the value of the front-line staff, play the role of spiritual incentives to all management, fully understand, affirm the value of each front-line staff is very important. Leaders praise from the heart, can significantly improve the morale of front-line staff, as to give the front-line soldiers fierce artillery support. The combination of spirit and material will play a greater role. 6. create cathartic conditions, do a good job of the staff's psychological adjustment to the pressure of the hotel front-line staff work is intense, busy and with the pressure, the enterprise needs to do a good job of mental health care for front-line staff and pressure adjustment. Enterprises can conduct psychological training for employees to help them establish correct values.