Many catering bosses still face the problem of not retaining people. To sum up, there is only one problem, and that is the management problem. Here are some management skills of catering staff, hoping to help everyone!

1 Learn to understand the thinking of the poor

Most people who choose to work in restaurants are poor, and they are relatively lacking in thinking. Many people apply all kinds of skills and incentive methods used in business management to catering management, and find that the results are completely ineffective, because you simply don't understand the thinking of the poor.

what is the thinking of the poor?

When the poor go to a place to work, they are always most concerned about how much money they can give, whether the promised money can be given on time, secondly, they need to know what they need to do, how to do it, and thirdly, where to eat and live, and nothing else matters.

In terms of labor distribution, the poor care more about fairness than how much. For example, if he takes 2,111 yuan himself, he wants to know how much others take. As a result, he finds that the workers who work with him take 1,911 yuan and immediately feel that he has earned it. As for whether the job price is 2,111 yuan or 2,511 yuan, it may not be so important.

Therefore, when catering managers recruit people, the first thing they should do is: when a new person arrives, they should first tell people about the salary, pay date, rest time, leave system, work content, working hours, reward and punishment system, etc. Telling the other person what he is most concerned about first is tantamount to eating a reassurance, so that talents can work with peace of mind.

2. Put yourself in the employee's shoes

Everywhere on the Internet, people talk about how happy employees in Haidilao are. There is hot water in their place, and they are specially brought by employees when they first arrive. When they encounter any work problems, including life problems, they are helped to solve them ... In fact, the core is one sentence: put yourself in the employee's shoes.

when a newcomer comes to the store, he is faced with many puzzles, ranging from how to do the work to satisfy the boss, to where the toilet is and where to pour the water. If the manager can gain insight into these details and actively solve all the puzzles of the employees, the employees will naturally have a double affection for the whole store and will be full of energy when they start working.

For example:

When entering a job, spend special time communicating with employees, including two aspects: specific handover of work affairs and answering questions about life.

on weekdays: observe employees' emotions and enthusiasm, communicate with employees one-on-one on a regular basis, understand employees' working conditions and psychological conditions, and make timely adjustments when problems are found.

Holidays: organize some celebration activities, such as group dinners, so that everyone can relax, arouse the enthusiasm of employees and increase the collective cohesion.

special days: for example, employees' birthdays, you can have a little celebration and give a birthday gift or something.

many people think that big restaurants need to do these things, but in fact, small shops need to do these things even more, because all big shops start from small shops step by step.

3 Let employees get a sense of accomplishment in their work

The best way to make employees love their work is to let them get a sense of accomplishment in their work. Simply put, it is good at discovering everyone's bright spots. Some employees are more active and can call on others to learn from them. If an aunt cuts vegetables well, she can give others a demonstration to lead everyone to make progress together. When employees are found to have done a certain detail well in their work, they can be praised in public.

Finally, all the good details and services are summarized to form a work manual in the store, and unified operation specifications are formulated. Because such specifications are established by everyone's efforts, then everyone will implement them more seriously. Such a manual should be updated regularly to add more employees' ideas and ideas, which is the centralized cash withdrawal of sense of accomplishment.

4 choose trust, choose tolerance

as the ancients often said, people who doubt others don't need it, but people who use them don't doubt it. When a job is given to an employee, it is necessary to believe that he can do it well. The manager only needs to give him implementation standards and results acceptance standards, and try to minimize interference in the process and give employees the opportunity to try and make mistakes.

When a manager's' trust' comes to an employee, it will become a responsibility. The poor thinking mentioned above should be added. If you trust him, he will definitely strive to be worthy of your trust. If managers do everything by hand, then employees will gradually lose their initiative and enthusiasm for work.

If employees do something wrong, they should learn to be tolerant if the consequences are not very serious. If all small mistakes are made, it will certainly hinder employees' innovation and creativity, because no one is willing to take risks to innovate.

5 Seeking the balance between institutionalization and humanization

Institution is the key to civilization and prosperity for all groups. If you want to make the store bigger and stronger, you must have systems, job responsibilities, work systems, attendance systems, promotion systems and so on. The importance of fairness has also been mentioned before, and the system is the best way to pursue fairness. What should we do if we are late? Look at the system, what should we do if things are wrong, and look at the system. In front of the same system, everyone is treated equally, so everyone has no complaints.

the system has both advantages and disadvantages, and a high degree of institutionalization will also stifle humanization. For example, if an employee is late because of an emergency at home, is such lateness excusable? For example, what should be done if an employee is affected by illness and poor physical condition? Here we need a more humane treatment. Humanization is equal to the consideration of employees, but at the same time it seems to violate the institutionalization. What should I do?

then, what managers need to do is to further improve the system on the basis of humanization and pursue the best balance between institutionalization and humanization.

6 How to give money and future

Should employees be given money incentives or future incentives?

A good manager should learn to be different from person to person. Young employees are young and energetic. You promise him that he can be a store manager, a manager and a partner after doing a good job, which seems to be more to his appetite. But if you were an aunt in her 41 s and 51 s, she would feel like painting a pie, so it would be better to give a piece of cake directly, so what may attract them more is a raise in salary and a bonus.