perspective: the misunderstanding of employee relationship management in catering enterprises. In the long-term management and consultation process, the author found that many catering enterprises in China lack a systematic understanding of employee relationship management and do not pay attention to details in the process of dealing with employee relations, which leads to the deterioration of employee relations. Managers themselves have many psychological disorders. Psychological symptoms (1): Employee turnover is a betrayal of many catering enterprises, especially private catering enterprises, who do not regard employees as a social resource, but more or less have the idea of "domestic slaves". It can be said that if catering enterprises in China want to have a breakthrough development, they must vigorously get rid of this idea. Owners and leaders of enterprises sometimes talk about being loyal to the enterprise and being responsible for their work. In fact, they require employees to be loyal to the owners. I hope that employees will not leave the enterprise, otherwise it will be a betrayal, which equates the normal flow of human resources with domestic slaves betraying their masters and having no loyalty. This idea is reflected in the words and deeds of the managers of enterprises, which greatly damages the normal state of employee relations. Psychological symptoms (2): Overexploitation of employees is a very common manifestation derived from the above ideas. Enterprises think that employees should work hard and should work overtime. Overtime is a manifestation of loving enterprises. Therefore, it is normal for catering enterprises to work overtime and work overtime, but they don't know that employees have their own measures: if the treatment is appropriate, they will work more, and if the treatment is not good, they will work longer, and the final performance will be the same. When the high-level enterprises find that employees are inefficient, they will in turn suppress the middle level and ask the middle level to improve their work efficiency, resulting in a total breakdown of employee relations. Psychological symptoms (3): employee relationship management is to reduce the loss. To put it bluntly, employee relationship management is to make employees feel comfortable and versatile; Let employees communicate smoothly with enterprises; Let employees feel grateful and good impression on the enterprise after normal resignation; Finally, it is to reduce abnormal employee turnover. Therefore, employee relationship management is not cramming, but runs through the whole process of employee management. Psychological symptoms (4): employee relationship management has nothing to do with top management. It is very important for the top management of catering enterprises to have a hard-won employee relationship. The words and deeds of the top management represent his views on employee management and the importance he attaches to employees. In some enterprises, even the abuse of employees by senior managers is equivalent to hitting all employees, which has a very bad impact.