Ma Yun once said that employees' resignation is nothing more than two points: the money was not given in place and they were wronged.
See the essence through the phenomenon.
Money is not in place, indicating that there is a problem with the enterprise salary system;
The inner grievances indicate that the management of performance is not in place, and there are even unfair situations.
Therefore, on the issue of high turnover rate, poor execution and out of control, the bosses should first think about whether there is a problem with the restaurant management system. And once there is a problem, "performance appraisal" is definitely the hardest hit.
In order to strengthen the management of public toilets, Beijing Public Management Service Center issued a standard that there should be no more than two flies in public toilets. It is obviously a "nonsense event" to forcibly quantify a job that is difficult to quantify with numbers.
Similar problems will happen in the daily management of our restaurant.
For example, how to assess the work of quantitative cleaning staff?
It is obviously unrealistic to ask the cleaning staff to clean up how many kilograms of garbage every day. It is also too casual to use terms such as clean, relatively clean, very clean and unclean.
McDonald's restaurant is evaluated like this:
Employees need to check once every half hour, once every 0/5 minutes during peak hours, and the restaurant manager will conduct spot checks. Such a seemingly difficult quantitative assessment work has achieved an accurate and scientific assessment by decomposing the workflow layer by layer.
Similarly, for waiters, not only hard indicators such as serving speed, paying speed, and timely complaint handling can be assessed, but also whether there is a phenomenon of calling the waiter loudly after the guests enter the dining area; Check whether the waiter in front of the restaurant dozes or chats during the rush hour.
Therefore, it is difficult to quantify the work content, to be concise and meticulous.
Employee turnover is largely due to the imperfection of the company's assessment system. Employees think they have done a good job, but their wages are deducted. He will think that the company is unfair, the salary depends on the boss's mood, arbitrarily deduct the salary, and leave in a fit of pique.
Once we concretize and streamline the work that has not been quantified before, we can not only improve the operational efficiency of the restaurant, but also take the completion of the process as the basis for assessing employees. So as to form a fair working environment and reduce the employee turnover rate.
A good mechanism can give full play to people's maximum kinetic energy.