First of all, most catering units do not have a complete corporate management system, such as training their own core staff and developing their own reserve talents.
Moreover, there is no labor contract system, there is no signed labor contract, no five insurance and one gold, double holidays. Not to mention career planning, comprehensive training and promotion system.
For example, in terms of chefs, most of the chef package kitchen, wages are chef hair, once there is any problem is to leave a group, get it wrong will bring devastating blows to the business.
In general, these lie in the concept of decision makers, if managers really realize the loss of staff loss of business, realize the importance of talent. Just make a little change in the interests of employees, turnover will be a little smaller.
If there is still not too clear, you can refer to Maslow's theory of needs.
Understanding the needs of employees in order to retain his people and heart
Answer to add:
It's a long story.
First we know the root cause of the problem and the solution comes out slowly.
If the decision makers are wise, all for the sake of long-term interests, in the day-to-day operation of the natural formation of a corporate culture, each employee will fight for the enterprise culture.
Of course, as for the management system, HR system, and so on, all need to be very high cost to invest, and later maintenance even more need to spend. And it's hard to see the benefits.
So most bosses are not willing to make this investment (not only the catering industry, most of the small and medium-sized enterprises are like this)
On these issues the boss to do, honesty and integrity, do things with heart, respect for others. And to always carry out, at any time will not violate. And strictly require their subordinates to do the same.
These are just the beginning, is the core, but also the most basic.
In short, at all times for the customer, for the staff. Slowly you will get some very loyal employees and they are the lifeblood of the business, usually only 20%.
If you are an investor determined to do this right.
If your business is not big now, there is no need to do business management system, HR system, labor contract, etc. all at once.
Because these investments are not necessary for a small catering business at the moment.
It is wiser to standardize in the growth, in the investment is a small amount of money, not to see a large flow of funds, employees are slowly with the growth of the enterprise. Step by step evolution.
What needs to be done is what it is is a leader's vigor, where the leader contains all the people who manage things, that is, the middle cadres.
Vigor, or to follow the three points, integrity, do things, respect for others.
Honesty as a human being: what he said, promised to keep their promises, never break their word, even if there are other than to greet in advance. Do not let customers, employees think you are not honest enough. But you can not easily give people promises, to take into account the consequences and nepotism.
Working with heart: do anything must have confidence, determination, perseverance, and more careful. A thing from many aspects of consideration, the heart to have a whole idea. To do the real heart. Of course things must be successful, no success is certainly not dedicated. Don't give yourself any excuses.
Respect for others: this is a lot of people's shortcomings, especially the rich boss (I resigned the day before yesterday's boss is this) many people think I am the boss, I have money, you must listen to me,
You are making my money. Many times they also humiliate their employees. In fact, it is not, all the people are making money for you, for your industry to help you struggle. Including your competitor, because he makes your business grow.
So do respect anyone around you, not humble, not pit, smile at the staff, respect his thoughts, views. More affirmation, more encouragement, hope they grow. For employees to listen carefully to the complaints. In fact, many employees' views are invisible to the boss, many of their views also determine the fate of the enterprise. To do the highest state is to give employees enough face and vanity, they can not want anything, as long as he works well.
The above is my experience from the grass-roots employees to the middle had management, senior management's personal insights. Some of the mess, let you laugh. Oh.
If you are a large hotel HR, I believe that there has been a relatively perfect HR system, management system.
As for how to carry out, is very difficult, more difficult to do than manufacturing, retail.
First of all, from the recruitment, although the threshold is not high, but the catering talent has been more difficult to find, because the competition is too fierce. Even if you can find some experienced talents, but from the quality, uneven. Grassroots service personnel are also hard to find.
Say it directly, unless the tourism hotel professional, most of them choose to finish all the industry before doing catering waiter. A contrast, the cultural level of catering practitioners, personal qualities, etc. is relatively lowered. To the back of the training work has brought very great pressure.
The solution, you can get a long time with the hotel tourism related professional school talent delivery relationship. Give some support to the school, do directional training. At the same time to improve the visibility of their enterprises, good reputation in the industry, the formation of invisible competitive advantage.
Training, you can take advantage of the retail training model, the HR department to develop a comprehensive training program, but not necessarily all by the training commissioner to train. As long as the supervision, good training assessment, tracking. Because the hotel management professional knowledge is deep and shallow, with the help of departmental management orientation training is better. For example, once a week, the department head of the staff training. The head chef to the chef's training. New employees in addition to the company's system, HR system, etc. need to be trained by HR specialists, the other can be used within the staff of the coach to one-on-one training. Skilled workers with newcomers.
Salary and benefits, combined with performance appraisal on the salary is OK. Here to talk about the welfare. Most of the employees in the catering industry is not a very high cultural level, they care about in addition to wages, care more about whether the work is happy, the leadership of their care, and so on.
In addition to the welfare in accordance with national standards of five insurance and gold, if the enterprise efficiency can do year-end double pay, free travel. You can also do 3 months a labor insurance issued once a month, once a month the staff birthday party. From time to time departmental activities. Monthly staff meeting organized by the company. Improve the sense of belonging of employees.
Performance appraisal, you can do a monthly appraisal, based on several principles to develop salary fluctuation standards. Quarterly appraisal, to determine the level of employee pay and treatment. Truly capable, mediocre, mediocre.
Labor relations, signing labor contracts, to maintain the enterprise and the employees of the **** the same interests. Carefully explain the labor law on the protection of employees' interests and obligations on the provisions. So that employees do not question, peace of mind.
More in the operation of the grass-roots managers, department heads of the quality of people and so on.
Employees are always the weak, HR should be more protection. Especially colleagues in the employee relations group, should be more to find them to communicate. In fact, every business, walking away from the excellent talent. Most of them are walking away with their opinions.
That's all. Alas, I am really a class act. Let you see laugh.