The trial work is three days. Welcome the new "crew"-trial work training for new employees
In most companies, new employees will get a new work suit on their first day at work, and then the head on duty will tell him to do this or that. However, this kind of thing will never happen in McDonald's.
1. Instilling corporate culture
The first lesson for new employees to receive basic training is "McDonald's corporate culture education".
There are so many things that newly recruited trainees need to learn in McDonald's restaurant, such as customer's ordering, familiarity with unit price, operation of cash register, methods of receiving customers and so on. But before learning these things, the first goal of training is to familiarize trainees with McDonald's corporate culture.
For the new employees who have passed the interview and will come to work in McDonald's stores, they have great expectations of becoming a member of McDonald's, but at the same time, because they don't have much preparatory knowledge about McDonald's, they are very uneasy about who they will work with and what they will do in the future.
For this reason, McDonald's stores instill "McDonald's culture" into new odd jobs through trial work education, so as to eliminate the anxiety of new odd jobs and urge them to devote themselves to their upcoming work with great vision.
according to the regulations of McDonald's, the store must conduct orientation education for odd jobs who come to work on the first day. Through watching the VTR of McDonald's and introducing the rules and regulations, jobs, stores and offices, the first impression of the store will be presented, so that new odd jobs can know what kind of enterprise McDonald's is, what its purpose and goal are, what requirements it has for odd jobs and what kind of environment they will work in the future.
first of all, the trainer will put special emphasis on McDonald's operating principles: "quality, service, cleanliness and value" (QSCV). At the beginning of training, freshmen always hear the trainer say, "The highest goal of McDonald's is to satisfy customers' requirements." "in order to achieve this goal, we have QSCV." "It is our waiter's job to let customers enjoy the highest level of QSCV."
The trainer will tell the new trainee that anything can be done as long as it can enhance the image of McDonald's in the nearby community. For example, it is important to insist on high quality (this is quality), but it is equally important to smile when you meet customers (this is service) or to pick up a match immediately when it falls to the ground (this is cleaning).
2. Steps of the new part-time job trial education
After the new employees are exposed to and initially familiar with McDonald's culture, the second goal of the training is to ask the new employees to be prepared for independently undertaking their work responsibilities.
The trainer will tell these new trainees that all new employees who join McDonald's may become "time team leaders" in charge of the whole store management (equivalent to the qualification of deputy manager of the sales department) or even become managers in the future. Therefore, the ability to independently undertake work responsibilities is very important.
according to the McDonald's Workbook, new waiters in McDonald's are called trainees and must receive strict training before taking up their posts. Newly recruited trainees must complete the training of basic operation courses before serving as waiters.
The following are the specific steps of McDonald's trial education for new odd jobs: the entry of odd jobs management general ledger. The conclusion of the employment contract shall be recorded in the contents and confirmed by the seal. Confirmation of consent and identity certificate (whether under 18 years old or not). VTR (Welcome to McDonald's). Making and explanation of salary card. Making and explanation of training table. The making and explanation of the sign hanging on the chest. A description of the training program. Description of the schedule. Description of salary (hourly salary and payday, etc.). Description of hourly salary and evaluation. Instructions for breaks and meals. Description of grooming and hygiene management. A description of the rules of the shop. Reveal the description of the board. Conduct in-store guidance in combination with the description of work and shop. Introduce to other responsible persons. Accept questions from odd jobs.
3. Introduction to the store system
The McDonald's Store Handyman Manual gives a detailed introduction to various systems of McDonald's stores, which is an important way for new odd jobs to understand McDonald's. The following are its main contents: Welcome to McDonald's! What is McDonald's? Basic business philosophy. Is the product of high quality? High level of service? Environmental clean work and rest system. Wage system. Appearance. The manager's instructions. Related operations. Introduction of friends and proposal system. Welcome to McDonald's! The benefits of working at McDonald's.
4. The first day of "CREW"
The waiters in McDonald's are all called "crew", which means "crew". This name makes the new trainees feel that they are all in the same boat with all their partners, and the key to the safety of navigation depends on the formation of good tacit understanding among all sailors, with perfect communication, cooperation and coordination skills.
McDonald's Manual requires that every trainee who enters the restaurant on the first day can be infected with this atmosphere.
McDonald's stores all follow the plan as to when to carry out the trial work education for new odd jobs. On the day of trial work education, the odd job training manager will prepare work clothes and teaching materials according to the number of new odd jobs. In the first 31 minutes, he will usually watch the VTR of McDonald's, explain the enterprise overview and rules and regulations, and then introduce the store environment.
In addition, because the adaptation speed and proficiency of an odd-job worker who enters a new collective to engage in a new job will vary from person to person, the trial-work education will be carried out in the first day of the new odd-job worker's work, and will be implemented by the manager or trainer in the actual work for the next 1-2 weeks until the new odd-job worker can be completely integrated into the McDonald's collective.
Let's take a look at one of the clips of McDonald's store trial education:
"Good morning! How punctual! " As soon as the new odd jobs arrived at the store, the odd job trainer immediately went over and greeted them warmly, and at the same time did not forget to praise them.
"I know your university. Football is very powerful! It seems that I have won a place in the National University Games! " On the way to lead the new odd jobs to the odd jobs lounge, the trainer deliberately talked about some topics unrelated to work to relieve the tension of the new odd jobs.
"hello, everyone! This is so-and-so who came to work on the first day today. Please take care of him in the future! " Entering the odd jobs lounge, the trainer introduces the new odd jobs to the odd jobs who are resting there.
"hello! I am XXX, please take care! " "hello! I am so-and-so, I want to work hard! "
... The odd jobs all stood up and introduced themselves.
"hello! I am XXX, please take care of me in the future! " The new odd job standing there also replied shyly in a low voice, obviously he was a little surprised by the enthusiasm of his colleagues.
So the trainer handed the overalls that had been verified in size to the new odd jobs and asked him to change them. Then he explained in detail how to use the lounge, such as where to put things, when to use them, how to use them, how to say hello, how to wash your hands, and how to check your appearance again.
"Take off your watch when you wash your hands."
"You'd better cut your fingernails a little shorter, or they will look unsanitary."
The trainer made another important reminder of what he noticed. When the trainer in charge of trial work education recalled what kind of mood he had on his first day at McDonald's, he realized how important it was to try to eliminate the tension and anxiety of new odd jobs in trial work education.
Then the trainer led the new odd jobs to the store, and made a circle inside and outside the store, explaining the iron plate area, frying area, beverage counter, POS cashier, the guest seat of the store, washroom, toilet, raw material warehouse, parking lot, garbage dump, service area and other areas there.
When they entered the kitchen, "Hello everyone." The trainer greeted the odd jobs working there loudly, but the new odd jobs stood by and only gently opened their mouths.
"try again." After hearing the reprimand from the odd job manager, the new odd job actually bowed his head and stayed there with a red face.
So the manager, who had been watching, came over and patted the new odd job on the shoulder, and said kindly, "Don't be nervous, greeting is the first step to communicate with people. Try again. "
"hello, everyone!" The new odd jobs almost shouted with all their strength, which caused several odd jobs to laugh.
"Don't be nervous, you can keep your voice down, just like greeting friends at ordinary times. Don't look at them laughing at you now, in fact, everyone was the same at first. " The manager gave some comfort again ...
The new odd jobs who passed the interview were actually in a state of anxiety before they came to the store today, but at this time they felt that the anxiety had disappeared unconsciously and began to say to themselves, "I can do it", and they were full of confidence in their future work.
Generally speaking, there are two aspects that make new odd jobs feel uneasy: first, the content of the work, mainly what to do, whether they can do it, etc. Secondly, it is about the interpersonal relationship of the store, mainly whether people will accept themselves and make friends with them.
Therefore, for the store, using the trial work education, the new odd jobs can gradually dispel their worries and enhance their work confidence through their personal observation of the working environment and contact with the person in charge of the store and odd jobs.
actually, for odd jobs, the most difficult period is the first time to join the company. The catering industry is hard. In the first six months, the turnover rate was the highest, and 81% of the people who left did not know this industry at all. In the catering industry, you must obey orders and don't care about working hours.
the key to persistence is to coordinate the time between family life and restaurant work. Those who are better at allocating and using time, and those who devote the most to their work are winners. Moreover, their sacrifices are valuable. Those responsible, educated and independent young people among them may get a good opportunity that many enterprises can't get before the age of 25: to really become managers of small and medium-sized enterprises.