With 4 out of 8 waiters gone, why is it so hard to keep people in restaurants?

Originally published by? Little League? Red meal to join the preferred?April 18

Recruitment difficulties have always been listed as one of the restaurant industry's biggest headaches, but in the small alliance seems to be just the appearance, the reason behind it is the most worthy of deep thought, after all, recruiting is difficult to the ultimate root cause of the problem is to retain people.

Retaining people is a common problem in the catering industry

Wuhan's Mr. Yu is a regular customer of a noodle shop. After the Spring Festival, he once again patronized the store but found that the owner of the store actually managed to store employees called "brother", "sister-in-law", "sister-in-law" and so on. Mr. Yu was very curious and asked the boss casually about it.

Originally, the noodle shop a **** need 8 people, the kitchen of the three masters before the year has been negotiated to continue to do after the year, the front hall plus miscellaneous still need 4 people, even if one or two do not come after the year, can barely support, did not think that after the year, 4 people a did not come back. The owner of the high salary to the labor market to recruit people, even recruiting a week have not been recruited.

So the boss had to ask for help from his family and friends, which invited them to come and help for a while.

Not coincidentally, another opened almost 20 years old store, rarely like this year so poor people. "Originally twenty-six or seven people, after the Spring Festival all of a sudden gone seven." The owner also had to find two brothers and his own wife to the store to save the day, he himself in addition to greeting customers, but also have to take the time to clean up the dishes.

The restaurant can not keep people lead to the need for frequent recruitment, especially after the Spring Festival each year, with a large number of old employees can not stay, and new employees can not be recruited, labor shortage naturally appeared. Not only in small restaurants, even many well-known chain brands will face this problem.

YuYeHu, which already has 45 stores, said in an interview that its founder Wang Yong said, "If you want to open stores quickly, the talent pool is a big problem." In order to recruit the right talent, YuYeHu's personnel director alone has changed twice.

Similarly, Ludingji, which has a super-high profile in South China, has also suffered from this problem, and its founder Hua Ming has told Little League that the difficulty in recruiting is also a problem they want to start solving.

Why can't they keep people?

In order to cope with the labor shortage, many restaurant bosses have come up with a variety of countermeasures and gimmicks, recruiting posters on the recruitment of a variety of relationships to recruit, and even hit the money to a variety of job boards to dig up people ......

This may be able to recruit people, but after a short period of time, this batch of recruited employees and resigned! The company has a lot of people who have been working in the field for a long time, and they have to go back to the drawing board. The restaurant will always be in a state of shortage, and it will never be able to recruit people. These restaurant owners are actually putting the cart before the horse.

Instead of digging around and thinking about how to recruit people, it is better to ask yourself a question: why can't we keep people? In fact, as long as you think clearly about this issue, no longer need to worry about the problem of recruitment difficulties.

To figure out why can not keep people this problem, first of all, from the employees why want to quit.

1. Poor internal communication, staff aggrieved

Doing service industry itself in the face of customers have to bear a lot of aggrieved, in addition to the staff may also be subjected to the harsh requirements of the superiors. The bad-tempered superiors make it even more intolerable for the young employees nowadays. So in a fit of pique, they immediately resigned.

2. Poor welfare benefits

In the restaurant as a waiter, every day to serve tea and water on the food, not to mention that sometimes slow may also be customer complaints, if the restaurant can not provide satisfactory pay, it is difficult to make employees willing to stay, after all, now even in the factory to do assembly line workers, a month's salary is not low, who would like to have been in the front line of the food and beverage gas still take so low! The company's main goal is to provide the best possible service to its customers.

Additionally, the lack of room and board and fewer vacations is also a sign of poor treatment. Especially in the first and second tier cities, the cost of living is so high, but also need to employees to rent their own rooms and solve the problem of food, then imagine that it is naturally very difficult to retain people.

3. Employees do not have a sense of belonging

Society itself is not too high for the identity of the waiter, if the restaurant can not provide employees with enough sense of belonging, then the staff left is also a common occurrence.

Working hours and workloads make employees unable to eat, so that employees no longer have the will to work overtime, because there is no strict system to ensure that employees will be given overtime pay and compensatory time off. Or there is no mature training and planning mechanism for the future development of employees, employees do not know what kind of earnings and future prospects may be fought in the future. This will not be able to mobilize the staff enthusiasm.

Figure out why employees want to go after the reason, the restaurant can be the right medicine, good treatment of existing employees, leaving them long dry, and why worry about the restaurant lack of people?

The right medicine to keep people is not difficult

1. The benefits can not be less

Staff wages, accommodation, overtime subsidies or rest these benefits to meet the staff must not be eliminated, out of the work as a waiter, benefits, if the staff will let employees work motivation to improve a lot.

Some catering bosses have done a great job in this regard. Foshan Wangge fishing village owner Wu Rongkai has always attached great importance to staff accommodation. For more than 20 years since the start of the business, the dishes in the staff restaurant have always been very varied, and the portions are also very large. The staff dormitory is close to the restaurant and the accommodation is very good, so the turnover rate is particularly low.

He Shi Grill has bonus rewards for veteran employees who have been on board for 3 and 10 years, and also gives housing subsidies to outstanding employees, so much so that its Spring Festival return rate stays at almost 98% or more.

2. Care can not be forgotten

This care includes many aspects, on the one hand, to give employees enough respect and trust, on the other hand, it is also necessary to shape a humanized corporate culture.

Catering service is directly with the customer to deal with the industry, scolded by the gas in the inevitable, can not let the staff in the forefront, a problem on the staff to ask the crime, so that even more loyal employees will not be dry for a long time.

Wang Ge has done a very good job in this regard, for sick employees will arrange for people to accompany, but also thoughtful preparation of patient meals sent to the wards, so more than 20 years of work in the Wang Ge's staff is very much.

3. Incentives must be

Let employees see hope in order to be motivated, this hope is not a pie, but to give real incentives. For example, to give the best employees a certain performance bonus or promoted to become management.

This will allow employees to willingly follow you to the front, even if the temporary hard a little bit does not matter, at least they live with a head start.

Written in the last

Employees are difficult to stay in the end or the restaurant's own mechanism is not sound enough to give employees what they want. As long as you think clearly about this ring, and then targeted to improve, I believe that never again.