In general, many restaurants are constantly recruiting new people while losing talents. Constantly recruiting new employees often makes restaurants busy and passive, and even seriously affects the normal operation of restaurants. To do a good job in restaurant management, the most important thing is to play the role of people. Confucius as early as in The Book of Rites? This management thought is clearly expressed in the doctrine of the mean, which puts human factors in the first place. Nowadays, in this highly competitive society, the importance of talents is more prominent. According to the talent theory of American economist Schultz, the profit growth brought by human investment is much higher than that brought by material investment. It is estimated that the human investment will increase by 35 times and the profit will increase by 17.5 times. It can be said that the key to the survival and development of enterprises lies in talents, so how can our restaurants overcome the problems of using and retaining people in their daily operations? Looking through some books, the reasons for brain drain in the company can be roughly divided into seven categories. Namely: 1) personality characteristics; 2) tasks; 3) role; 4) superiors and colleagues; 5) wages and benefits; 6) There is no room for development; 7) Lack of communication between the company and employees. Retaining talents is basically to retain people in environment, work, system, treatment and emotion. According to the situation of most restaurants, I personally think that catering enterprises can start from the following aspects: First, restaurants should have clear goals that can guide the actions of restaurants, stimulate the wisdom of employees, motivate their fighting spirit and give full play to their talents. The goal is the first step to change restaurants, and it is also the hope and light for employees, so that every employee can feel that restaurants have hope, motivation and direction. Second, restaurants should pay attention to the training and development of employees. What factors can encourage employees to stay? In the company, a test was conducted at a meeting of store supervisors. 81% of employees think that the reason why they stay is that they can get training and development in the company. As a grass-roots unit, restaurants are no exception. Staff development planning and training is an important link for restaurants to maintain staff stability. Through training, employees can change their working attitude, increase their knowledge, improve their operating standards and skills, and stimulate their creativity and potential. On the other hand, it can enhance employees' own quality and ability, make employees realize that restaurants attach importance to them, and then they will realize that training and development are the best gifts that restaurants give them. Only when the development and training of each employee is included in every link of the restaurant's daily work, can the needs of employees be truly met, which is also an important "magic weapon" for the development and growth of the enterprise. Third, the restaurant should respect each employee. Respect is mutual. The restaurant should listen carefully to the opinions of employees, help them grow and develop, and recognize and affirm the values of employees. As a manager, we should serve our employees and become their "public servants". In order to make employees provide necessary help for the service of the restaurant and make employees the owners of the restaurant, the restaurant will form a good interpersonal relationship and working environment, and the atmosphere will be harmonious, and employees will also pay for the development of the restaurant. "Good birds choose wood and rest, and good ministers choose their masters and wait on them". Let employees get the respect of restaurant managers, and employees will also serve the restaurants they choose wholeheartedly. Fourth, the restaurant should have a reasonable salary and incentive system. Employees come from all corners of the country. When they leave home and enter "How Beautiful", their most fundamental original intention is for salary. First of all, meeting this fundamental requirement is a basis for retaining employees. At the same time, let employees' labor contribution and labor remuneration be reasonably affirmed and reasonable; Secondly, the restaurant uses all kinds of incentive activities to stimulate employees' work enthusiasm, make employees feel more fulfilled, enhance their sense of ownership and mission, sense of responsibility, pride and satisfaction, and make them more willing to work hard for all the work of the restaurant. Five, the restaurant should have a perfect daily management system, national laws, family rules. Restaurants should also have their own rules and regulations, put an end to the arbitrariness of employees, and handle things in a "level bowl" so that everyone is equal before the system. According to the analysis, 21% of restaurants are loyalists, 71% are middlemen, and 11% are Taoqi. Restaurants should protect 21% loyalists, train and develop 71% middle people, and eliminate the last 11%, so as to combine leniency with severity and retain real talents in restaurants. Let them grow and develop in a fair working environment. Sixth, restaurants should actively communicate with employees. Most restaurants will think that employees often pay attention to wages, but this is not the case. Employees will pay attention to wages for a period of time, but if employees lose interest in their work and hope in the restaurant, wages alone cannot keep them. To solve this problem, it is necessary to understand the ideological dynamics of each employee. At this time, communication is particularly important. Communication should run through every link in the daily management of restaurants. In restaurants, 81% of the problems can be solved through communication. Through communication, you will find that some problems were originally simple, and some employees have good management suggestions, which are of great help to the development of restaurants. How to find these good "golden ideas", restaurants can hold regular discussions and exchange meetings, so that employees and managers can communicate in a comprehensive and frank way. At the same time, the restaurant set up an opinion book or other forms to encourage employees to make more comments and suggestions, and reward practical good opinions. In this way, the relationship between the restaurant and the staff is no longer just a simple relationship of leadership and being led, but a brand-new partnership relationship, which creates a harmonious atmosphere of democracy, enterprising and cooperation. Communicate sincerely with employees. Through communication, the restaurant will also unite employees' voices and become their ideological enlighteners and spiritual pillars. "A scholar will die if he knows himself", and employees will be willing to give everything to the restaurant. In fact, there are many ways and techniques about the central topic of retaining talents. Other restaurants believe that they have their own ingenious ways, but due to limited space, they finally use Mencius? As the conclusion of "How to Retain Talents", Li Lou's next article! "You see me as a brother, then I see you as a center; If you treat me like a dog or a horse, then I treat you like a Chinese; If you treat me like dirt, then I treat you like enmity. Read more about it and return to the list of employee turnover columns.