first, institutionalized management.

It is still indispensable to institutionalize the management of restaurant staff. Since ancient times, China has said that "there is no Fiona Fang without rules". In general, management must be based on these "rules". The cultural quality of employees in restaurants is often not high, so a systematic and advanced management system may not play a big role for them. Therefore, when using the system administrator's working hours, restaurants should follow the following points:

1. The system should not be too cumbersome.

if there are too many systems, it is often difficult for restaurant managers to implement them. if they are not implemented effectively and discounted, many systems will become a mere formality, and finally, the seriousness of the whole system will be greatly damaged. Therefore, in order to avoid this point, we should simplify the system and implement the "slimming" plan. We should constantly instill in them the daily management (such as attendance, dress, etc.), standard speech, business etiquette, health system, service standards, etc., which are often used at ordinary times, so that they can be familiar with it and easily implement it.

2. The system management should be rigid.

the key to management lies in assessment, and the key to assessment lies in implementation. Therefore, in the implementation of institutionalized management, we must treat the system equally, and we must not give preference to one another. Only when "everyone is equal before the system", can the service personnel of food and beverage outlets or middle and grass-roots managers truly believe in the seriousness of the "law", let everyone abide by the law calmly, and the system can exert its power and make everyone dare not "cross the line".

institutionalized management is the foundation and guarantee of personnel management in catering hotels. A restaurant without rules and regulations is bound to be full of flaws in its management, making it difficult to become stronger and bigger. Because among all the competitive factors, the human factor is the first. As a "selling point" based on the level of service, catering hotel personnel can only truly reflect the benefits of management by holding high the banner of system management.

second, "autonomy" management.

many restaurant staff, whether they are lobby managers, front office managers, waiters at the front desk or backstage operators, come from the same group-rural migrant workers. Therefore, in the management of catering hotel staff, if we can take the "autonomous" way and carry out self-management, we can often play a better role in promoting. The specific operation methods are as follows:

1. From them, people with management ability are preferred, and their organization and management ability are improved rapidly through training or one-on-one assistance, and management responsibilities such as foreman, lobby manager or front office manager are appointed.

2. Turn the system of the catering hotel into a form that they can understand and implement, and implement it by example through the "autonomous head" elected, thus driving the implementation of the entire catering hotel staff.

The advantages of this are:

1. Managers come from among them, and it is easier to gain their trust.

This is much better than hiring a manager to "impose" the management by the rules that the hotel staff can't understand, and it is easier for them to recognize it and finally implement it.

2. "Autonomy" can help them see their career prospects better.

Because the self-governing "leaders" come from their side, they have a more sense of identity and a more professional "temptation" for them, because if they follow the rules and do a good job, they may be the next manager.

the power of an example is infinite. Through the management of "autonomy", as a restaurant hotel, it can achieve the effect of low-cost management, with little cost, but it is easy to let the system land, which can be described as killing two birds with one stone.