Kitchen is the production department of catering enterprises, and its management is directly related to the quality of dishes and catering costs. Below, I will share with you eight tips for managing the kitchen, hoping to help you!

Pay attention to grassroots opinions and encourage and reward them.

Don't ignore the opinions of anyone in the kitchen. Everyone's experience can be a shortcut.

For example, the dishwasher in our shop is a rural woman in her fifties, and everyone is willing to chat with her at ordinary times. At that time, our store opened a special pickled sauerkraut venue for the first time, and my aunt said that she could help. According to our previous experience in pickling pickled cabbage, it is enough to wash the raw cabbage and put it in the jar with salt and water, but my aunt insisted on blanching the cabbage first, adding salt and water before adding white wine and pressing it with stones. I didn't expect it to taste much better than our method, so later our kitchen pickled sauerkraut according to her method and made a dish with it? Homesick mom pot? It sells well.

For example, the fish in our store sells well, but the taste is mostly braised, dry-roasted and braised at home. After a long time, diners will inevitably have opinions.

At that time, an apprentice who had just arrived told me that their home stewed carp with hazelnuts was delicious, so I tried to cook this dish according to his suggestion, and the result was really good. The combination of the delicious taste of fish and the aroma of hazel mushrooms makes the whole dish delicious and very popular after its launch.

After tasting the sweetness of grassroots opinions, I began to increase the intensity of asking people to make suggestions, and formulated the corresponding reward system: those who make suggestions will get 50? 100 yuan reward.

The kitchen boss takes turns doing it.

My management style is to let the hotel chef, chopping block boss and pastry boss take turns to be cooks for a week on the premise of doing their job well.

Before they became chefs, I gave them a general framework, such as not being late, not allowing employees to have long hair, leaving no sanitary corners and so on. The substitute chef will have a working lunch with me at noon and evening to discuss the solutions to the problems encountered during dinner; When inspecting the goods, the chef will be responsible for it, and I will conduct a spot check. If the inspection fails, the substitute chef will be responsible for the loss.

It's better than setting a trap for the substitute chef and driving him forward. For example, a wok became a chef this week, and he will work harder than usual because he is a chef now. How can he care about others if he can't even do his own thing well?

Therefore, the work enthusiasm of the replacement due to this incentive will not fade for a long time.

The substitute chef takes turns once a week. After the replacement, he put forward some opinions and suggestions for me to adopt reasonably. This method liberated my energy and turned to be mainly responsible for studying the development of dishes and supervising substitutes.

After the implementation of this system, the sanitary condition of the kitchen has been obviously improved, there is no sanitary corner, and articles are no longer littered; Warehouse inventory is small, and waste utilization rate is high; The phenomenon of being late and leaving early is almost extinct; There is no swearing in the whole kitchen. This not only makes my management easier, but also improves the quality of my business backbone.

For the Dutch, the Dutch owner of the hotel in the past will be because he is? King of the Netherlands? It is unfair to be lazy and let subordinates do what they should do. So the measure I took was to let the main players take turns to play. King of the Netherlands? .

Apprentices help cooks, and fines become rewards.

When I first arrived at the hotel, I found that the kitchen hygiene was very poor, so I began to seriously rectify the kitchen hygiene.

I divided the kitchen into five areas, including pastry area, loading area, washing dishes area, stove area and storage area. Everyone in the kitchen is responsible for the sanitation of this area, cleaning it four times a day, before going to work in the morning, after work at noon, before going to work in the afternoon and after work at night. Cleaning after work is a thorough cleaning. The appliances in the responsibility area must be cleaned and placed in the designated area, and the walls and floors in the responsibility area must be cleaned.

Check yourself every day after work. If it is found that it is not cleaned or not, I will not fine the person in charge of the health area, because the fine is easy to convince the public and is not good for managers and hotels. I'll call a little apprentice, or ask the person in charge to find someone to clean it again, and then ask the person in charge to pay 20 yuan? 50 yuan as a reward for cleaning, and must be counted face to face.

Because you can't do it well, I'll find someone who can do it well to help you, so it's natural for you to pay. Even a young apprentice can do well, but you can't be a master, which makes those masters very embarrassed. So once he has such an experience, he will never be embarrassed to have it again.

The cruel system ensures the speed of food delivery.

In order to improve the speed of serving, a strict and effective system is indispensable. When I visited Wuhan, I found a hotel with originality in service speed. They stipulate that if the guest doesn't serve the first course 5 minutes after ordering, Caicai Gold will get a 30% discount; If the last dish isn't served half an hour after ordering, all the dishes will be 30% off. The loss of the hotel is borne by the chef in charge of the dish, and the amount of liquidated damages is 3? Five times.

This requires a lot from the kitchen. I found that the number of dishes in this hotel is not large, but the variety of dishes is very stable. Only a few new dishes are added every month, and the chef is only responsible for 3? Five courses, one chef assists one Dutch worker, and you can imagine how much their cooking speed will increase.

If you can't cook the first dish in five minutes, it's only the chef's personal problem. So this system has a great constraint on chefs, so I put this method into practice in my own kitchen.

? Joint punishment? Humanism: It is everyone's responsibility to solve headless cases.

For example, we used to try our best to trace the problem of paying the bill after the quality problems of the dishes appeared, to find that person and then punish him. However, after the establishment of this system, some problems with unclear reasons seem to be useless to deal with? Human touch? . There is hair in the dish, and the staff are dressed as required. What should I do?

This system is easy to make up, but it is too cruel. It must be made up in other ways to reflect the human touch. To this end, I achieved it in other small details? Joint punishment? Measures.

If there is something wrong with the food, such as a foreign body in the hair, and the reason is unknown, the hotel will bear 40%, the chef will bear 30%, the wok master will bear 20%, and the Dutch will bear 10%. This is to do a good job of unity and let everyone know that if something goes wrong, it is everyone's fault, and we will not force a person to take responsibility without sufficient evidence. In this way, there will be no situation in which everyone will blame each other if something goes wrong.

The resignation training is new.

Many kitchen staff move frequently, and there is often a position that is green and yellow, which our store does not have. Because we stipulate that employees should resign before 15 days, they can only be recruited after the approval of the company, and then they will be handed over to the employees who want to resign, and he will take the newcomers for internship for about 10 days. Finally, if the newcomer is unqualified, the resigned employee can't leave, and then take him to the internship until the newcomer meets the requirements, thus preventing the inconvenience caused by the vacancy.

There was once a vegetable picker who took a newcomer as an intern before resigning. During the exam, we asked him to choose pea seedlings. He only removed the roots and left the old stems and leaves, but the kitchen stipulated that pea seedlings should only be tender and top-notch. Although this is a small mistake, it is also considered unqualified. Therefore, it is necessary for the original vegetable picker to continue to take him for a while.

The measures to ensure that the old employees who leave the company must bring new people are: the new people brought by the employees who leave the company can only get the salary of the month after passing the examination. Moreover, employees' wages and bonuses are not paid at the same time. Even if he gets a salary, he may not get a bonus. Therefore, the refusal of resigned employees to bring new people has never happened here.

Standard formula based on photos ensures product stability.

The stability of the product is inseparable from the standard formula. Our standard recipe is not a table, but a photo, which speaks for itself. Photos are used to launch new dishes and train new employees.

For example, the kitchen is about to launch a new dish, and the food research and development team will first take a clear picture of this new dish: two dishes, one ingredient and one main raw material. After the photos were developed, the photos of the finished dishes were distributed to the wok master and the Dutch workers respectively, and the photos of the ingredients and knives were given to the chopping block master. Then, the food research and development personnel will demonstrate the dish in front of three people, and then the three people will practice it three times together, and the research and development personnel will guide it until the taste, shape and color are consistent with the photos. After passing the test, this dish will be used forever? Face? Show it to the guests.

However, the compilation of standard recipes is not a once and for all process. We should constantly make minor repairs and changes in practice to make it more and more perfect and practical. My feeling is that, as the main tool of kitchen unified production, the standard menu should be detailed to how many copies should be prefabricated in the initial processing, what to do if it is not used up that day, and how to reuse the leftovers.

For example, after the dish "Nostalgia Potato Pills" was just made, I completely mastered it from the selection of ingredients to the completion of this dish until the wok was fully mastered. But once I found that potato balls look very textured, but they taste terrible in my mouth. I asked what was going on. It turned out to be the first day, and I didn't use it up. I'm afraid to waste them. I put them in the refrigerator all night, and today I took them out for processing and sales. The potato balls went bad after being frozen all night.

Later, it was found that the main problem was that the chef was not sure about the number of potato balls he needed every day, which led to the loss of guests because of small losses. So I asked someone to count the sales of potato balls every day for two weeks, and finally worked out the average daily sales. According to the above lessons, I revised the standard menu and then marked on it how many potato balls should be produced every day.

Because the sales volume of this dish is relatively stable, it is generally not left, and it is occasionally used as a working meal.

Establish an employee foundation to give employees a stable rear.

Our hotel has set up an employee foundation to provide protection for employees in difficulty. At that time, the boss took out some funds as start-up funds, and the usual fines were also included in the foundation. Restaurant rule 2? All profits should be allocated to the workers' foundation to ensure that the foundation has enough funds to help the poor workers.

For example, once in Wang Xing, I found that an employee was not at work and was not focused. After asking, I realized that his child was ill and needed an operation, which was expensive. He is worried that he can't raise money. So after I learned about the situation, I applied for an employee fund for him and successfully helped him solve his difficulties. And this employee will work harder in the future.

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