My answer: catering enterprises that value business and are selfless are generally private enterprises, and the boss is the boss. They are more willing to hand over their hotel to a business-oriented or even "selfless" person. The boss must be punished because the manager is partial to any employee of the hotel. Therefore, the boss doesn't like sleek and versatile catering managers. People who value reputation regard it as important as their own eyes, and rarely break their contracts, "rebel" or leave their jobs without reason. Hotel owners also like to inquire about his "reputation" in the Jianghu when recruiting managers. They feel that managers who value credibility will regard "reputation and credibility" as a constraint and will not easily "go out of line", which is a guarantee for enterprises. Resignation is also responsible for the end. Many catering managers have been absent-minded and eager to work for a few months before resigning from the hotel, but they finally resigned, and some even left without saying goodbye. Such managers make the boss temporarily unable to find a suitable replacement, causing immeasurable losses to the hotel. The boss likes the kind of person who walks neatly and is responsible for the end even if he resigns. The boss is most afraid of being isolated as a "loner" and does not understand the voice of employees. A manager who can lead subordinates to unite and cooperate, create achievements and let the boss communicate with employees will make the boss trust. People who can talk and do things The biggest feature of the catering industry is dealing with guests. If necessary, you need to find relationships to attract customers. Being able to talk is an advantage for people engaged in catering. Lack of communication skills may lead to intangible losses; It can only be said that the execution is not enough or not done well, and it is "worthless." It would be a pity to hire such a manager at a high price. Can talk and do, the boss welcomes. Those who do a good job and don't shirk their responsibilities get the results, keep them for themselves, and pass them on to others if something goes wrong. On the surface, he defended himself. In fact, the boss prefers to hear the solution to this problem, not the reason. No matter whether things are good or bad, don't pass the buck, take the initiative and try to solve them. This is the boss's favorite. It is true that many bosses like managers to make achievements as soon as they arrive, but in fact this is often impossible. But the boss doesn't want the manager to come quietly for a long time. They prefer to strike while the iron is hot. Therefore, reporting the work plan and progress to the boss, so that he can keep abreast of your work progress and further plans, can let the boss know that you are not idle and give him a "reassurance" from time to time. People who respect the boss's advice are managers, and ordinary managers have their own management ideas. Therefore, when the boss explains a task or discusses a resolution, the manager often likes to express his unique opinion. This may not be necessary, but when the boss raised this question, he already had a certain tendency in his heart. Managers should make it more perfect on the basis of the boss's ideas, instead of "starting a new stove". Unless the boss's thinking is obviously wrong.