Steps for employees in catering enterprises to conduct performance appraisal:

1. Pay attention to the training of training and evaluation

The first step is to train managers, and educate them on the cognition and mentality of evaluation; The other is to train employees' awareness of evaluation. Clarify a theme: the purpose of evaluation is not to punish employees, not to shield employees, but to let employees know their growth path and managers know their subordinates, so as to narrow the gap between wrong behavior and work standards.

2. Improve employees' evaluation files

Employees' training files and evaluation performance files are kept on file, which helps to fully understand employees.

3. Take the written test as an important evaluation standard

According to different positions and qualifications, it is one of the most authentic and practical reference to set different knowledge points and make written test results. Moreover, employees in all positions and at all stages can conduct such assessments.

4. There are a lot of practical operation items in the cashier's desk, reception desk, kitchen and front office service, etc., which can be used as the assessment of practical operation

And some items, such as cleaning and sanitation, appliance use, etc., can be used as the routine assessment contents. You can get a good evaluation effect as long as you carefully classify, stage by stage and level by level.

5. Carry out multiple combinations of catering assessment, and conduct unified assessment of personnel at all levels and stages

The assessment of grass-roots employees can be divided into: induction training and assessment; Job knowledge, operation training and assessment. The assessment method is: written test+operation. The assessment of shop managers at the grass-roots level can be divided into: job knowledge, operation training and assessment, management training knowledge course assessment and credits. The assessment method is: written test+operation+human evaluation meeting.

6. People's evaluation meeting

refers to the participation of shops or top managers, and the assessment process for middle-level managers and on-site managers is generally within half an hour, mainly aiming at the grass-roots managers of this position, asking questions and answering questions, and grading them.

7. The assessment can also be mandatory by the company or voluntary by employees, which gives employees the motivation to study privately

Because the assessment is generally linked to the bonus or salary structure. If employees are not assessed, they can't get better treatment. Therefore, the store encourages employees to participate in the assessment, and even take the initiative to participate in the assessment of a higher level.

8. Make the test results public, and inform employees of the correct test methods and learning methods in time, and encourage employees to by going up one flight of stairs

This assessment reflects fairness and justice, and also gives managers some learning pressure, and they will constantly demand their own progress, so that a team with learning ability will gradually form.