Eight tips for managing kitchen "recommendation"
Kitchen is the production department of catering enterprises, and its management is directly related to the quality of dishes and catering costs. Below, I will share with you eight tips for managing the kitchen, hoping to help you!
Pay attention to grassroots opinions and encourage and reward
Don't ignore anyone's opinions in the kitchen. Everyone's experience may be a shortcut.
For example, the dish washer in our store is a rural woman in her fifties, and everyone is willing to chat with her. At that time, our store opened a venue dedicated to pickled sauerkraut for the first time, and the aunt said that she could help. According to our previous experience in pickled sauerkraut, it is enough to wash the raw cabbage and put it in a jar with salt and water, but the aunt insisted on blanching the Chinese cabbage first, adding white wine after adding salt and water. I didn't expect it to taste much better than our method, so later, our kitchen pickled sauerkraut according to her method and made a dish with this sauerkraut? Homesickness mom pot? , selling very well.
another example is that fish in our store sells very well, but the tastes are mostly braised, dry-roasted and braised at home. After a long time, diners will inevitably have opinions.
At that time, an apprentice who had just arrived told me that their family stewed carp with hazel mushrooms was delicious, so I tried to cook this dish according to his advice, and the result was really good. The combination of the fresh smell of fish and the smell of hazel mushrooms made the whole dish taste good and was very popular after it was launched.
after tasting the sweetness of grass-roots opinions, I began to increase the intensity of asking people to make suggestions, and formulated a corresponding reward system: those who make suggestions will receive 51? 111 yuan reward.
The kitchen boss takes turns to be
My management mode is to let the head chef, the chopping block boss and the pastry boss in the hotel take turns to be the chef for a week on the premise of doing their jobs well.
Before they became chefs, I gave them a general framework, such as not being late, not allowing employees to have long hair, leaving no sanitary corners, etc. The substitute chef will have a working meal with me at noon and evening, and discuss the solutions to the problems encountered when eating; When inspecting the goods, the substitute chef will be responsible, and I will conduct spot checks. If the inspection fails, the substitute chef will be responsible for the losses.
this is better than setting a trap for the substitute chef and driving him forward. For example, if a wok is made a chef this week, he will work harder than usual, because he is now a chef. If he can't do his own things well, how can he care about others?
Therefore, the work enthusiasm of the substitute due to such incentives will not fade for a long time.
The substitute chef takes turns once a week. After the replacement, he puts forward some opinions and suggestions for me to adopt reasonably. This method frees my energy and turns to be mainly responsible for studying the development of dishes and supervising the substitutes.
after the implementation of this system, the sanitary condition of the kitchen has been obviously improved, there is no sanitary corner, and articles are no longer littered; There is little stock in the warehouse, and the utilization rate of scrap is high; The phenomenon of being late and leaving early is almost extinct; There is no swearing in the whole kitchen. In this way, not only my management work is easier, but also the quality of business backbones is improved.
as for the part of Dutch, the boss of Dutch in the hotel used to be because he was? Dutch king? It is unfair to be lazy and let your subordinates do what they should do. So the measure I took was to let the main players take turns. Dutch king? .
Apprentices help chefs, and fines become rewards
When I first arrived at the hotel, I found that the kitchen hygiene was very poor, so I began to seriously rectify the kitchen hygiene.
I divide the kitchen into five areas, including pastry area, loading area, dishwashing area, stove area and storage area. Everyone in the kitchen is responsible for the sanitation of this area, and it is cleaned four times a day, before going to work in the morning, after work at noon, before going to work in the afternoon and after work at night. The cleaning after work is a thorough cleaning, and the utensils in the responsible area must be cleaned and placed in the designated area.
every day after work, I have to check it myself. If I find that I haven't cleaned it or it's not clean, I won't fine the person in charge of the health area, because the fine is easy to make people unconvinced, which is not good for managers and hotels. I will call a little apprentice, or let the person in charge find someone to clean it again, and then let the person in charge pay 21 yuan? 51 yuan as a reward for cleaning, and must be counted in person.
because you can't do it well, I'll find someone who can do it well to help you, so it's only natural that you pay. Even a small apprentice can do well, and you can't do a master well, which makes those masters very embarrassed. So once he had such an experience, he was never embarrassed to have it again.
the cruel system ensures the speed of serving vegetables
In order to improve the speed of serving vegetables, a strict and effective system is indispensable. When I visited Wuhan, I found that a hotel was very original in serving speed. They stipulate that if a guest does not serve the first course after 5 minutes after ordering, the Caicai gold will be 31% off; If the last dish is not served half an hour after ordering, all the dishes will be discounted by 31%. The loss of the hotel shall be borne by the chef in charge of the dish, and the penalty amount is 3? Five times.
This is very demanding for the kitchen. I found that the number of dishes in this hotel is small, but the variety of dishes is very stable. Only a few new dishes are added every month, while the chef is only responsible for 3? For five courses, a master is assisted by a Dutch worker, and you can imagine how much their cooking speed will increase.
if you can't cook the first dish in five minutes, it's only the chef's personal problem. Therefore, this system has great constraints on chefs, so I put this method into practice in my own kitchen.
? Joint punishment? Reflect the human touch: everyone is responsible for the headless case
For example, we used to try our best to track down the problem of paying the bill after the quality problems of the dishes, and we had to find the person and then punish him. However, after the establishment of this system, some problems whose reasons are not very clear seem to be very useless to deal with? Human touch? . What should I do if there is hair in the dish and all the staff are dressed as required?
this system is easy to make up for, but it is too cruel, so it must be made up in other ways to show the human touch. To this end, I implemented it in other small details? Joint punishment? Measures.
if there is something wrong with the food, such as foreign hair, and the reason is unclear, then the hotel will bear 41%, the chef will bear 31%, the wok master will bear 21%, and the Dutch will bear 11%. This is to do a good job of unity and let everyone know that if something goes wrong, it is everyone's fault, and one person will not be forced to take responsibility under the condition of insufficient evidence. In this way, there will be no situation where everyone will blame each other if there is a problem.
Training for Resignation
Many newcomers in the kitchen have frequent turnover, and often have a position that is not available in our store. Because we stipulate that an employee resigns five days ago, a new employee will be admitted only after the approval of the company, and then he will give it to the employee who wants to resign, and he will take the new employee for an internship for about 11 days, and the final assessment will be made. If the new employee is unqualified, the resigned employee can't leave, and then he will be taken for an internship until the new employee meets the requirements, thus preventing the inconvenience caused by the vacancy.
There was once a vegetable picker who took a newcomer as an intern before resigning. During the examination, we asked him to choose pea seedlings, but he only removed the roots and left the old stems and leaves. However, the kitchen stipulated that pea seedlings only needed tender tips. Although this was a small mistake, it was also considered unqualified. Therefore, the original vegetable picker was needed to continue to take him for a while.
The measures to ensure that the resigned employees must bring new employees are: the resigned employees can only get the salary of the current month after the new employees have passed the examination. Moreover, the employee's salary and bonus are not paid at the same time. Even if he gets the salary, he may not get the bonus. Therefore, the matter that the resigned employee refuses to bring a new person has never happened here.
Photo-based standard recipes ensure the stability of products
The stability of products cannot be separated from standard recipes. Our standard recipes are not tables, but photos, and we speak with photos. Photographs are used for the launch of new dishes and the training of new employees.
for example, when a new dish is coming out in the kitchen, the food research and development team will take clear photos of the new dish first: two dishes, one ingredient and one main raw material. After the photos are developed, one photo of the finished dish is distributed to the wok master and one photo of the Dutch worker respectively, and the photos of ingredients and knives are given to the chopping block master. Then, the food research and development personnel will demonstrate the dish in front of three people, and then the three people will practice it three times together, and the research and development personnel will guide it until the taste, shape and color are consistent with the photos. After passing the qualification, this dish will be used forever? Face? Show it to the guests.
However, the compilation of standard recipes cannot be done once and for all. We should constantly make minor repairs and changes in practice to make it more and more perfect and practical. My feeling is that, as the main tool for the unified production of the kitchen, the standard menu should be as detailed as how many copies should be prefabricated in the initial processing, what to do if it is not used up that day, and how to reuse the leftovers.
For example, after the dish "Nostalgia Potato Pills" was just created, I will operate it from the selection of ingredients to the completion of the dish until the wok is completely mastered. But once I found that potato balls looked very textured, but they were hard to eat in my mouth. I asked what was going on. It turned out that they were cooked the first day and were not used up. I was afraid of wasting them. I put them in the refrigerator for a night, but today I took them out for processing and selling, and the potato balls tasted bad after being frozen for a night.
Later, I found that the main problem was that the chef was not sure about the number of potato balls he needed every day, which led to the loss of customers because of the small loss. So I asked people to count the sales of potato balls every day for two weeks, and finally worked out the average daily sales. According to the above lessons, I revised the standard menu, and then marked the number of potato balls that should be produced every day on it.
Because the sales volume of this dish is relatively stable, it will not be left over, and occasionally it will be treated as a working meal.
set up an employee foundation to give employees a stable rear
our hotel has set up an employee foundation to provide protection for employees in difficulty. At that time, the boss took out some funds as start-up funds, and the usual fines were also included in the foundation. The restaurant stipulated that 2? All profits should be allocated to the employee foundation to ensure that the foundation has sufficient funds to help employees in difficulty.
For example, once I found an employee in wang xing who was out of work and was not focused. After asking, I learned that his child was ill and needed surgery, and the cost was relatively high. He was worried that he couldn't raise money, so I applied for an employee fund for him after knowing the situation, and successfully helped him solve his difficulties. And this employee will work harder in the future. ;