The development of small and medium-sized food and beverage enterprises to a certain stage, to introduce performance appraisal, it is necessary to clearly sort out the job responsibilities and organizational structure, while clarifying the responsibilities of various departments. It is not that small food enterprises do not need organizational structure and job responsibilities, when the boss feels that the phenomenon of employees pulling each other to increase, reduce efficiency, a person can not manage, it is necessary to relatively clear organizational structure and job responsibilities. Clearly what each person should do, that is, to design a clear job responsibilities. This is the premise and basis for the design of performance appraisal indicators.

Appraisal indicators should be "fine"

Appraisal indicators set from the job duties on the one hand, on the other hand, from the hotel's 'overall work tasks. For catering enterprises, the assessment indicators should be closely around the job duties, as far as possible to quantify the work of quantitative indicators management, some of the more "virtual" indicators, such as the degree of awareness of the corporate culture, etc., try not to put into the appraisal system. The first thing you need to do is to get your hands on a new computer, and you'll be able to do that.

Appraisers appraisal should be "quasi"

"Quasi" refers to the collection of appraisal information should be accurate, the assessment of indicators of the information should be able to accurately collect within half an hour. Accuracy is the key to effective appraisal. Of course, the manager's first listen, second look, third feeling is also very important, after all, in the work of the assessment, the understanding of the most real and relevant.

The use of appraisal results to "fast"

Once the results of the appraisal is determined, the appraisal results should be reflected in the employee's variable pay for the month, at the same time, the superior interviews on the appraisal of the person to let the subordinates to experience the results of the appraisal of the concern. Appraisal results of half a year, a year of summary and staff training, promotion, year-end bonus linked to maximize the incentives to create better work performance.

The process of appraisal should be supervised and guided

Performance appraisal will sometimes become part of the managers to send "favors" tool, to quote a famous saying: "Anything that is not supervised will produce corruption. "

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