hello, everyone! I'm boring A Dai, the manager of the restaurant. I'm an amateur who has crossed the border into the catering industry. Now I've been engaged in catering for about 1 years. Every day, I will analyze some things in my shop from different perspectives and share some of my own experiences, hoping to help you who are running on the road together.

The catering industry is a relatively mobile industry. According to the needs of store operation, some new employees will be frequently recruited and integrated into this group.

However, we often find such a phenomenon that the turnover rate of new employees is very high. Take our store for example. Generally, the probation period for new employees is three days, but they usually leave in less than three days.

A few days ago, an aunt was recruited in the store, who was in her forties and looked very sprightly. I had a good chat with my aunt during the interview, and I had worked in the stall before. I thought I was lucky this time and finally found a hard hand. I didn't expect my aunt to call me the next day and say she wouldn't do it. I was very puzzled. When I asked my aunt what the reason was, she just said she couldn't do it, and she didn't want to say anything more.

actually, this kind of thing has happened before, but it has never attracted the attention of management. The staple food stall has already recruited several aunts. Why can't any of them stay? Is it really because you can't do it?

the answer may not be that simple. Later, when I was not busy, I chatted with two handsome boys in the staple food stall to find out the reason. When I was not busy at first, the old staff could teach my aunt patiently, but when I was busy, because it was the first day, my aunt was unfamiliar with many things and always couldn't remember them, so she kept asking questions, which made the old staff a little annoyed and the tone of her voice was a little heavy, so my aunt felt that she couldn't do it herself.

after understanding the crux of the problem, I talked to the chef. "Now, your staple food stalls are short of people. I'll find a way to recruit you. But, say it yourself, which one is this? "

"the fourth one." The chef said a little embarrassed.

"If you want new employees to stay, you need to think about it. I'm trying to recruit you again. If you still can't stay, then you can find a way by yourself. I don't want the chef to go to the top stall every day. If I want the chef to top the stall, then why should I pay such a high price for the chef? It's better to hire an employee directly. If you want new employees to stay, you must be people-oriented, care more about them and try your best to let them pass the probation period. In addition, the training method of the kitchen for new employees needs to give me a plan on how to train new employees. "

"ok, I'll give you the training plan tomorrow morning." The chef promised to arrive.

"ok, then you should get busy first," I said.

actually, the root of this matter is training. So how to train new employees, whether in the kitchen or in the front office?

A Dai will share the training with you today.

you must understand the literal meaning, that is to say, I said listen. Is to introduce some products or some matters needing attention, essentials, etc., and explain to new employees what can and can't be done, and what are the specific details.

after the first session, I believe the trainees have a general understanding of what you said. Then, in order to deepen the impression of the trainees, the second step is to demonstrate, that is, I do what you see.

Through the standardized operation of trainers, trainees can clearly see every operation detail. And the trainers should give the trainees detailed and clear precautions and essentials at the key points of operation.

after the first two steps have been completed, then we will enter the internship, but in the internship, the trainers must do what you do and I will watch.

That is to say, during the internship, the trainees must observe and find out the incorrect operation, point it out to the trainees in time, and tell them the correct way, and then let them operate again in the correct way until the trainees can make it according to the correct standards.

The new employees passed the explanations and demonstrations given by the old employees, and then entered the internship and other links. Every link is very important, and no link can be missed.

then, the next step is practice, that is, you can work gloriously. When a new employee takes up his post, the trainer can't be the shopkeeper of cutting and let the new employee play.

New employees who just took up their posts are not skilled in their work, and some problems may occur in one way or another. As trainers, they should give patient guidance and point out their shortcomings.

if you want to keep people, you must keep your heart first.

The new employee is unfamiliar with anyone in the store or the work content. If the trainer is impatient at this time, it will directly hit the self-respect of the new employee and kill their self-confidence.

be sure to encourage more and try not to criticize. Learn to praise, no matter how much progress new employees have made, they should be praised or praised in time, so that new employees can quickly integrate into this team first.