The enthusiasm of restaurant staff is the basis for the normal operation of our restaurant, the booster for the continuous improvement of the operating efficiency of the restaurant, the source power for the restaurant to maintain its vigorous vitality and passion, and the management goal that all our restaurant leaders pursue unremittingly. However, many employees in our restaurants lack a basic enthusiasm for their work. The negative thoughts of slacking off, being a monk for a day and muddling along have spread wantonly in many restaurants, which not only seriously affects the healthy development of the restaurant staff team, but also adversely affects the normal operation of the restaurant. Many restaurant leaders have a headache about this, but they can't find a good solution. Let's analyze and discuss how to cultivate and improve the enthusiasm of restaurant employees from the perspective of restaurant leaders. First of all, our restaurant leaders must have a basic understanding of the reasons for the low enthusiasm of employees. Only by finding the root cause of the problem can we come up with a solution to the problem. The low enthusiasm of employees is a problem of mentality, and there are two reasons for this bad mentality. First, there are subjective reasons, which are related to employees' education level, life experience and other factors. This factor is also difficult for our restaurant leaders to change. Therefore, at the beginning of employee recruitment, our restaurant leaders should make judgments from employees' behaviors and words, and directly refuse to hire those candidates with serious negative emotions. On the other hand, the reasons that lead to the low enthusiasm of employees come from objective aspects, mainly including the management system of restaurants, the leadership style characteristics of restaurant leaders, the pressure of restaurant jobs, the salary and benefits of restaurants, etc. These factors can be adjusted and controlled by us as a restaurant leader, and they are also the main means and methods to improve the enthusiasm of employees as restaurant leaders. In view of the above factors that affect employees' work enthusiasm and the aspects that can be adjusted and controlled by restaurant leaders, we focus on the non-subjective conditions of employees to propose ways to cultivate and improve employees' work enthusiasm: 1. The management system of the restaurant is the basic management system for cultivating employees' work enthusiasm, which is the "rules of the game" of the restaurant. A good management system can turn a "bad guy" into a "good guy" and vice versa. For example, the organizational functions of restaurants are unclear, the salary system is unreasonable, and the promotion system is unfair. These are all institutional problems, and any one of them will affect the enthusiasm of employees. This is a fundamental solution to the problem of employee enthusiasm, so it should be improved as soon as possible at any cost. 2. The leadership style of restaurant leaders is an important factor in the enthusiasm of employees. Why do some restaurants have good execution, high work efficiency, stable employees and strong coordination? This is not only because these restaurants are large in scale and have good working conditions, but because they have senior managers. The difference between senior managers and managers of small and medium-sized restaurants is that they have more professional management methods. For example, when to criticize, how to criticize, and to what extent it is most appropriate, these are all the knowledge that managers of small and medium-sized restaurants need to learn now. In fact, the enthusiasm of employees is directly related to the management style of their leaders. Managers who don't understand management have "only requirements, no standards" and professional managers have "requirements, standards and ideas". Therefore, in order to solve the problem of employees' enthusiasm, small and medium-sized restaurants must seize the time to study and improve the leadership ability of management backbone, so as to ensure that restaurants can adapt to the future competition trend. 3. Cultivate employees' interest in their jobs-stimulate work enthusiasm. "When employees work just for work, they will cope with work. Only by letting employees see the value behind the work can employees go all out. " As the saying goes, "it is human nature to get up early without benefit". No matter who does it, if he doesn't know what is good for himself, there will be "moisture" in his work. When an employee finds his interest in his work and the benefits of his work for his own development, he is sure to face his work life with a brand-new work spirit and attitude. Therefore, our restaurant leaders should pay attention to cultivating employees' interest in their jobs. 4. Matching employees' work content with their work ability One reason that leads to the loss of employees' work enthusiasm is "the mismatch between work pressure and work ability". It is a kind of "small horse-drawn cart effect". Our employees are human beings, who are smarter than horses, who can talk, make excuses and be negative. This is a problem that we can't ignore as restaurant managers. At present, many restaurants, including large restaurants, also have such problems. To solve such problems, there are two parts. One is to master the ability category of subordinates, what they can do and what they are not good at, and to "size up the situation" and not to find that talents are dying. Second, we should attach importance to the training and guidance of talents and constantly improve the ability of restaurant managers, so that they can bear greater work pressure. 5. Promoting the internal coordination of employees' work affects the enthusiasm of employees for another reason, that is, it comes from the "contradictions among the people", the coordination problem between people or between departments, and the phenomenon of "small group idea" and "standard idea" is also common in restaurants at present. A restaurant is a team, and the coordination of the team determines the work efficiency. Just like five horse-drawn carts, the speed of the carts lies not in the strength of the horses, but in the same direction and coordination. Judging from my many years' practical experience, the reason for the poor coordination of restaurants is that there are great differences in people's values, which leads to mutual exclusion. Working in such an environment will certainly affect the enthusiasm of work. There are two ways to solve or alleviate this problem. First, the restaurant should establish a perfect restaurant culture system, organize learning within the restaurant, and create all the values. The second is to organize systematic education and training to resolve the contradictions accumulated in the work through the guidance of teachers. Finally, in view of the mistakes that some restaurant leaders often make in the process of employee team management, the following improvement suggestions are given: 1. Respect subordinates, scenes, and leave room for speech 2. Democratic proposal, leaders collect the best plan. Don't let subordinates feel that leaders are above. 3. Care about the life of subordinates, understand their personality and find the best way to motivate them. 4. Leaders should dare to take responsibility at work, and employees will recognize you. 5. Help employees fight for benefits. 6. Leaders play a flamboyant role and are strict with themselves. 7. Perfect reward and punishment system and sharing system. 8. tolerate the existence of employees with poor performance, so that employees with good performance feel unfair. 9. Establish measurement standards to reflect the improvement of performance and efficiency. 11. Let subordinates keep learning new knowledge in your team. 11. Let the team members interact more, so that their goals and actions are consistent. 12. Improve team execution. The things arranged by the leaders must be responded and completed well, otherwise the prestige of the leaders will be affected. In the end, there will be no performance and no results, which will also affect the team cohesion. 13. Mobilize the team atmosphere, so that employees can feel like relatives, and everyone will be warm and happy together, but they will be nervous and fierce (competitive). Do a moderate relaxation and combine work and rest. Xiao Ming's personal comment: The importance of cultivating and improving employees' work enthusiasm for restaurant management has been introduced at the beginning of the article, and we won't repeat it again. Finally, I want to talk about the problem of maintaining employees' work enthusiasm continuously. Perhaps many restaurants will have employees' enthusiasm for work rising and falling, or the enthusiasm they have finally cultivated will return to the same after a period of time. This is that restaurant leaders only pay attention to the cultivation of employees' enthusiasm for work, but they have not kept this enthusiasm as a manifestation of the content of their work. At ordinary times, restaurant leaders should pay more attention to give appropriate praise to employees with high work enthusiasm, affirm serious and responsible employees, and give appropriate reminders to employees with poor performance. Only by adopting such a method of "varying from person to person" and "continuous follow-up" can employees feel the concern and attention of restaurant leaders, and their work enthusiasm can be continuously maintained and continuously improved. Reading related to team management of restaurant staff: language skills of employee management of catering managers, efficiency development of restaurant employee management training, communication skills and employee relationship management, training management of outstanding employees, incentive management strategy of catering employees, and incentive management of kitchen employees