Incentive awards for waiters 1, the best waiter award Requirements: all aspects of the better, with the demonstration effect
Selection methods: all waiters voted
2, the best spirit of the award
Requirements: the daily attire neat and tidy, appearance and instrumentation, Behavioral norms in line with the norms, and have a demonstration effect
Selection: all the waiters voted
3, the best communication awards
Requirements: a certain degree of communication with the guests, communication skills, and the guests are satisfied with its services.
Selection method: guests "VIP opinion card" scored the highest two.
4, the best sales awards
Requirements: a strong sense of sales, sales skills and ability
Selection: 2 of the highest sales bonuses in the total monthly salary.
5, Service Racer Award
Requirements: Skilled service skills, for the guest service busy but not chaotic.
Selection method: the month of service guests the highest number of two.
6, the most popular guests award
Requirements: very much trusted by some guests, have a certain public relations and communication skills.
Selection method: the two with the highest number of points.
7, excellent team award
Requirements: all aspects of the lead role model, the work of the best overall performance.
Selection: the team with the fewest complaints.
8, the best master award
Requirements: for the company to put forward rationalization proposals, opinions
Selection: assessed by the company
9, the best newcomer awards
Requirements: the new waiter in the overall quality of the higher.
Selection: 5 new waiters voted.
10, the best unity award
Requirements: care for colleagues, unity colleagues, willing to help colleagues.
Selection method: all the waiters voted
11, the best innovation award
Requirements: innovative spirit, put forward innovative solutions and get good results
Selection method: according to the facts, assessed by the company.
Part II: excellent staff incentive scheme1. Purpose
In order to establish a merit must be rewarded, there must be investigated the incentive mechanism, to encourage employees to continue to creatively achieve the work objectives, to further improve the work attitude, improve the work methods, and constantly improve personal skills and work efficiency, and gradually enhance the company's. cohesion, competitiveness, and promote the management level. Cohesion, competitiveness, and promote the management level, service quality improvement.
2. Scope of application
Applicable to all employees of the property company.
3. Responsibilities
3.1 The office is responsible for the establishment of the system, revision, review of the rewards and punishments, and the implementation of the focal point management.
3.2 The person in charge of each department and management office is responsible for the daily inspection and assessment of the employees belonging to them in accordance with the provisions of this system, and puts forward opinions on the handling of them, and is responsible for the approval of the penalties stipulated in clause 4.2.2.
3.3 The supervisors are responsible for the approval of penalties under clause 4.2.3 and the review of rewards and the review of penalties under clauses 4.2.4 and 4.2.5 in their respective departments.
3.4 The general manager is responsible for the approval of economic incentives and penalties of more than 200 yuan.
4. Working Procedures
4.1 Reward Regulations
4.1.1 Reward Conditions and Reward Mode
4.1.1.1 The following advanced deeds of individuals will be given as appropriate to notify the commendation, and at the same time can be in the performance appraisal of an additional 1 to 2 points:
(1) find money, take the initiative to hand over the public;
(2) Concerned about the development of the enterprise, for the company to put forward rationalization proposals;
(3) other advanced deeds worthy of study by all employees.
4.1.1.2 For the following advanced deeds of the department or individual to give 50-200 yuan reward, and at the same time can be in the performance appraisal of 2 to 5 points:
(1) by the owner of the written praise;
(2) in energy saving, consumption reduction, cost control, put forward the rationalization of the proposal, and after the implementation of the implementation and achieve certain results;
(3) to Standardize management, improve service quality, increase revenue rationalization proposals and achieve results;
(4) work dutifully, for the protection of the company's property or owners of property to make a contribution to and by the company or the owner of the commendation;
(5) strict performance of their work duties, in the case of when the business owners (users) do not understand the occurrence of aggressive language or behavior, but still adhere to the principle of doing scolded not to return the words, hit not to return the hand;
(2) to the emergencies properly dealt with, effectively avoided a major security, fire accidents, as well as major public security incidents;
(3) other behaviors that should be rewarded.
4.1.1.3 The following cases will be rewarded with 200?500 RMB, and 5-10 points will be added in the performance appraisal:
(1) those who have acted with bravery and courage to fight against the lawbreakers, and saved the company's economic losses and were injured;
(2) other behaviors that should be rewarded.
4.1.1.4 The economic rewards of the employees are approved by the relevant leaders, the office to improve the relevant procedures, and generally in the month's salary to cash.
4.1.1.5 Employees who have received the above rewards for many times may be given priority opportunities for salary adjustment and grade adjustment.
4.1.2 Reward Implementation Procedures
4.1.2.1 If the rewards stipulated in paragraph 4.1.1.1 need to be notified and praised within the district, the person in charge of the management office shall approve the implementation, and if the rewards need to be notified and praised within the company, the rewards shall be reported to the office for implementation in accordance with the procedures stipulated by the company after the completion of the procedures.
4.1.2.2 Rewards under paragraphs 4.1.1.2 and 4.1.1.3 shall be submitted in writing by the relevant departments, and reported to the office and the supervisor for review and approval by the general manager for implementation.
4.2 Penalties
4.2.1 Employee penalties approved by the relevant leaders, economic penalties by the Office in the month's salary deducted from the corresponding fine, demerit points by the head of the department in the quarterly performance appraisal by deducting the corresponding points.
4.2.2 is the following? Slightly negligent behavior? The first penalty of 20 yuan, the second penalty of 30 yuan, while the performance appraisal can be deducted from 2 to 5 points. Within the scope of the provisions of this article "award (punishment) notice" by the Office of the review, fill in the department head for approval and implementation.
(1) does not meet the requirements of the "Code of Conduct for Employee Service";
(2) foul language during working hours or in the work area;