What are the common mistakes made by catering professional managers-Seven common mistakes made by catering professional managers

Before embarking on the road of efficient management, we should objectively examine our own management methods and find our own management defects. This is like knowing your weakness before the game, so as to effectively defend and reduce the risk of mistakes. Below, I will share with you seven common mistakes made by professional catering managers, hoping to help you!

and the staff? Call each other brothers?

Now hotels emphasize humanized management, but this does not mean that managers should put down the leadership shelf and employees? Call each other brothers? . Although you can keep abreast of the ideological trends of employees and the shortcomings of the hotel by mixing with employees, you should grasp the degree. If for? Close to the people? And lose your own? Prestige , the manager will become? Losing the baton? After a long time, it will give employees the impression that the manager is not familiar with management.

focus only on business problems

spending 91% of your time dealing with business problems, and solving these problems can only affect 11% of your productivity, which is also a management mistake. Nowadays, the competition in the catering industry is becoming more and more fierce. If managers don't set feasible short-,medium-and long-term goals for hotels, but only focus on the internal business problems of hotels, they won't know? The true face of Lushan Mountain? Miss many business opportunities. Therefore, good managers will never forget their main goals when they and others encounter problems.

refuse to take personal responsibility

if managers want to exert their management effectiveness, they must be brave enough to take personal responsibility. This is especially true for catering enterprises. Because the hotel has complicated affairs and fine division of labor, every employee should be clear about his own responsibilities, which will not only make the division of labor simple and clear, but also avoid wrangling between departments. Many investigators in the survey complained:? When we are praised by the boss, some managers will take all the credit on themselves, and once there is a problem, such as being accused by the boss or customers, the managers will push the blame completely, which makes employees very angry. ? If the manager is not satisfied with the performance and benefits of the unit, he should first find the reasons from himself, instead of putting the blame on others. Managers who refuse to take responsibility for themselves will also refuse your leadership.

only control the work results

At work, many managers? Focus only on the result, regardless of the process? As for whether the employees have the ability to complete the assigned work, what difficulties they will encounter in the process of carrying out the work, or what kind of mentality the employees are holding. It is also a common mistake for managers to control the work results without trying to influence the staff's thoughts. Because each employee's work habits and personality are different, their ways of doing things will be different. If managers don't understand the personality and psychology of employees and take it for granted to arrange work for employees, not only can they not improve their work efficiency, but they will also dampen their enthusiasm for work.

Failure to cultivate talents

Talents are the key to the development of hotels. As hotel managers, managers should not only enrich themselves, but also learn to cultivate talents. Because what an excellent manager should do is that the hotel can do business in an orderly way without you. If you can't do this, then you must neglect to cultivate talents. No wonder some people say: The biggest test for managers is not the effectiveness of managers' work, but the effectiveness of employees' work in the absence of managers. ?

Agree with the wrong party

Loyalty does not mean that you have to agree with the incorrect opinions or opinions of your superiors. Because of different positions and starting points, restaurant owners and managers often have different opinions. At this time, does the manager choose to go along with the boss's wrong opinions or stick to his own views in the interests of the hotel? Many managers like to equate loyalty and echo at this time, which is wrong. If the boss's opinion is wrong, the manager should stick to his own point of view, argue according to reason, and even make a military order. When the boss finds that the manager's opinion is indeed correct, he will trust you more.

Forget the importance of profit

The boss runs a hotel to make money, and the manager's ability is the best proof. The manager should always put the benefit of the hotel in the first place and try his best to prevent the profit from falling. In addition, the manager should remind every employee of the hotel to pay attention to the causal relationship between their personal activities and the company, so that they can develop the habit of thinking about the hotel's profits everywhere. If managers forget the importance of profits and just want to maintain the status quo, it is not far from being laid off. ;