What I saw in a performance management data package /DataStore/ of a restaurant enterprise: employees' voices and incentive measures

Are you familiar with the voices from employees? Has such a voice appeared in your enterprise? How did you handle it? The author specially collects the voices of employees from all units and incentive policies, hoping to inspire and support you;

Voice 1: Why should I work so hard? It's the same whether I do good or bad. And the leaders can't see it. And I can't find the direction if I try hard.

from the above, it can be seen that managers should conduct self-review from the employee's work standards, performance appraisal and reward and punishment standards. Whether employees can clearly understand their job responsibilities, whether there are clear, quantifiable and measurable performance evaluation standards for each position, whether the evaluation system of the evaluation scheme is perfect, whether there are supporting reward and punishment measures, and whether they are implemented on schedule are the basis of incentives. Combined with the first link of employee incentive chain, as an enterprise to create necessary working conditions and environment for employees, it includes making employees clear about working standards, giving training to support employees to master work skills, and creating a healthy competition and fair working environment for employees. Only after perfecting its own management can enterprises resolve the negative factors of employees and promote passivity to take the initiative. In addition, the quantifiable and measurable assessment standard is the key point in this link. How to encourage employees to understand customers' opinions, the assessment criteria are as follows: actively communicate with customers in service to understand customers' opinions; It will increase the difficulty of evaluation and make the incentive scheme a mere formality; If it is changed to: serve the people and collect 5 opinions every day', it must be marked: customer dining time, station number, specific contents of opinions, etc., and recorded in the customer opinion book before leaving work on the same day. Such evaluation criteria will be clear and clear, and it is very convenient for both service personnel and evaluators to operate. The language of instant praise can be used in the reward method; Giving small gifts, paid holidays, material or cash, joint-stock system, etc., is only for managers to know that although cash and material rewards are needed by employees, it is even more essential to be recognized and affirmed.

Voice 2: Our leaders don't care about our life or death, and they don't care about us, so it's no fun to do it?

employees complain like this, which shows that there is something wrong with the leadership's communication and support for employees. As a restaurant leader, you should talk to employees regularly and communicate with employees in different ways according to their personalities. Understand employees' emotional needs and potential problems, prescribe the right medicine and arrange shifts reasonably. Solve all practical difficulties and support for employees. Managers should not be biased when dealing with employees, but should focus their attention on their performance, not their personality, habits and appearance.

Employees will only do what you encourage, not what you ask. Therefore, an effective incentive mechanism is one of the indispensable elements for a catering enterprise. And operator management is the basis to ensure the smooth operation of the incentive mechanism. In order to effectively motivate, it is not a complete incentive scheme that can be solved. Managers need to self-examine and adjust in time at any time. The bosses and managers of enterprises should focus on how to effectively motivate managers to take management as their own responsibility, and create a healthy and pleasant working environment for employees in the first phase, so that they can be full of passion and go all out to work.