First, regard talents as the boss of resources.

Like other industries, talent is the foundation of restaurant success, and the boss should start from loving talent. If we don't cherish talents, it goes without saying that it is impossible for this hotel to continue to develop.

Whether there is a love for talents has become an important symbol to measure whether a boss has the quality of restaurant management. Love only requires the boss to "stay away from villains and get close to gentlemen". Only by taking talents as the most important and precious resource can we build our hotel on the basis of sustainable development and maintain a long-term virtuous circle.

In the catering industry, "talent" and "wealth" are synonyms. If you don't pay attention to this kind of "talent", how can you get that kind of "wealth"? If the boss wants to get "wealth", he must first respect and attach importance to this "talent".

Second, a knowledgeable and virtuous boss.

The premise of meritocracy is knowledge. Whether a boss can see the pearl with his eyes is directly related to the success or failure of the hotel. There is no label on the face of talents, and it is not like buying things in supermarkets, only picking high prices; Not all popular hotel managers are excellent, and you can't just dig a high salary to make your hotel fire.

The most basic criteria for selecting talents are physical and mental health, having both ability and political integrity, and having a good personality and mentality, with special emphasis on the element of "virtue". As the saying goes, virtue without talent is a good person, talent without virtue is a villain, and both ability and political integrity are sages.

There is a boss in Qiqihar City, Heilongjiang Province, who invested a huge sum of money to build an ecological garden hotel. And from the most popular garden hotel in Harbin, we hired a group of people with high salary. From the front hall to the kitchen, they are the original employees of that hotel. However, these employees are not satisfied with their wages. They take kickbacks in purchasing, pump water from the kitchen, and collude with each other to hide customers' feelings. Their services and products are in a mess. As a result, after struggling for more than a year, the ecological park closed down, and more than 5 million funds hit Shui Piao. ...

It takes a process to know people, and it can't be solved by talking once or twice. Many people don't do things as clearly as they say. As a boss, it will be dangerous to hire a manager without good professional ethics and self-cultivation.

Third, the boss who has the means to gather talents.

There is an old saying: "A good bird chooses a wood to live in, and a good minister chooses a master to be an official." The ways to gather talents are as follows:

One is by good wishes. The elites in the catering industry want to make their hotel business bigger and stronger, so that they can show their talents. As a boss, of course, so sketching a beautiful development blueprint may be more attractive to talents.

The second is to rely on the boss's personality charm. An charismatic boss, his way of doing things and life style, will make employees appreciate and subordinates admire from the heart, so as to be willing to serve him. "A scholar dies for a confidant" is the truth.

The third is to rely on good treatment and incentive mechanism. An enterprise with perfect treatment and incentive mechanism will make employees clearly see their future and prospects and make their work motivated.

Fourth, an imperfect and blameless boss.

Some researchers believe that if a person can work in a completely relaxed and undisturbed state, he can give full play to his ability. To enter such a mental state, employees should not only rely on their own mental state and self-control ability, but also see whether the boss can create a relaxed and harmonious working environment.

"Accommodating talents" generally includes the following points: First, we should accommodate people's strengths, that is, we should accommodate people who are stronger than ourselves. The boss can't make the right decision. If the employee disagrees with the boss's opinion, the boss's decision is proved to be wrong, and the boss should treat it objectively. As a boss, it is normal for employees, especially chefs, to surpass you in some aspects. The better the boss cooperates with a talented chef, the more development opportunities and benefits the restaurant will get.

The second is to tolerate people's shortcomings. This is not to protect and indulge employees' shortcomings, but to blame them for not seeking perfection. The higher the talent, the more obvious the shortcomings. Employees are all human beings, and they all have shortcomings and deficiencies of one kind or another. As a boss, you should dare to choose people who are talented and wrong.

The third is to tolerate people's mistakes. No matter how capable an employee is, it is inevitable that he will make mistakes if he does too much. Therefore, as a boss, we should really understand people, don't be eager for success, don't be condescending, don't be insincere, and don't blindly cater to them. We should treat each other with sincerity, proceed from the actual situation of the hotel, tell the facts and do a good job in communication and coordination.

Five, the employer's boss

For truly capable talents, we should break the restrictions of region, age, education, personal connections and so on, and use them boldly to make them work for you.

Investment guru Buffett once said: "No matter what management, in the final analysis, it is all about thinking about people. What affects the overall situation is not a management skill, but a value judgment. Many things can't be realized without experience. I am sure that an old dog is wiser than a puppy. "

Everyone knows that the catering industry is short of people. Many young people worked as executive chefs for a few days and immediately went out to apply for chefs. What they value is getting more salary, not the ability and responsibility of restaurant chefs. The success of any restaurant is the result of the joint efforts of all employees and the effect of the integration of the overall resources of the restaurant.

Sixth, the boss who is diligent in communication.

Why is there always an insurmountable gap between the boss and the employees? In most cases, there is no direct face-to-face communication. As a boss, you should take the initiative to communicate with employees, especially chefs and store managers. Communication does not require formal meeting. It can be a private room in a coffee shop or a corner of a teahouse. Face to face, talk openly.

Of course, pay attention to your relaxed tone and don't forget to add some encouragement and praise. As a part-time job, no matter how high the position is, I hope the boss can give some reminders and encouragement at any time; Right or wrong, I hope to hear the boss's suggestions and comments directly. Only communication can completely eliminate the worries of managers and let chefs and managers work with peace of mind and hard work.

7. Trust a talented boss.

Full trust and space for independent work will greatly improve the enthusiasm of employees. Too strict supervision often leads to the chef becoming an obedient machine, losing creativity and imagination. Giving employees full trust is the boss's best reward, while doubt is a blow to employees' enthusiasm for work.

Some people say that people should be suspicious, but this "suspicious" mainly refers to the restraint and supervision mechanism. No employee can do whatever he wants and must act within the scope of the system. In enterprise management, there must be both incentive mechanism and supervision and restriction mechanism, which are indispensable "two wheels" in enterprise management.

For the boss, the suspect doesn't need to hire people, which is only the initial stage. Dare to use doubt, will use doubt, is smarter. Only in this way can we ensure an inexhaustible supply of talents in restaurants.

Chef Wang was invited by a powerful group boss to build a restaurant. At first, the two sides cooperated happily. But when the restaurant entered the equipment procurement stage, the boss was furious with Mr. Wang because the buyer and accountant paid the deposit in advance only with the receipt. The implication is that Mr. Wang accepted the kickback from the merchant. Finally, he chose to leave.

Eight, reasonable distribution of the interests of the boss

Earning rich profits in restaurants is the common goal of bosses and employees. After making profits, how to redistribute the benefits as a boss is the key to test whether the boss can make the enterprise bigger. Take practical actions, not just verbal promises or black-box operations, and become a mere formality. The old saying that "money gathers and people disperse, and money disperses and people gather" may be the best annotation for this.

A human resources expert once said: "If you can find and use a person's advantages, you can only get 60 points;" If you want to get 80 points, you must be able to tolerate a person's shortcomings, discover and make rational use of this person's shortcomings and deficiencies. "

There are two criteria for identifying talents in the world: whether to abide by corporate culture, whether to have enthusiasm, responsibility and ability to work. As a boss, if you can start with the above points, why worry about your career? Wealth does not gather? Why are you worried that no one will tear down the wall between employees and bosses?