Dear Boss Guo:

Hello! Thank you for your trust and care for me for more than half a year, boss. I am very grateful. The business of our hotel has been bad recently. In order to improve the current situation of our hotel as soon as possible, I would like to share some of my ideas with you.

I am also thinking about how to turn the situation around. Of course, it includes three links. In other words, it includes three main people, one is the boss, one is the manager, and the other is the chef. . The boss is responsible for controlling the overall situation and development positioning; the manager is responsible for operation and management, and the head chef is responsible for the quality and deliciousness of the dishes. Therefore, I would like to discuss with you from the following aspects: positioning development, management and operation. First, about the positioning and development of our hotel. Personally speaking, our hotel should reflect and reflect for the time being. From top to bottom, whether it is the front office or the back kitchen, whether it is you or me, everyone should reflect on the shortcomings and areas for improvement in our respective work. Then there is the positioning of our hotel. We should take a longer-term perspective. Through the business analysis of several surrounding restaurants, Holiday Grill Bar is positioned as mainly barbecue; Awa Shanzhai is positioned as Hunan cuisine; Gourmet Meike is positioned as It's a local home-cooked dish. And our location happens to be right next to the Holiday Barbecue Bar, so barbecue has no advantage for us. Therefore, we can position it as Sichuan cuisine or other cuisines, or extend our characteristics to what we are good at and what they are not. We must be able to grasp the hearts of customers; secondly, it is about management and operations. I think it is very important to grasp the hearts of customers, how to operate, understand customers' eating habits, and grasp customers' consumption awareness. Especially after the customer enters the store, our image service begins to be fixed in the customer's mind. How to increase the rate of customers entering the store, how to do a good job in marketing this time (increasing the number of repeat purchases by customers), how to recommend dishes (increasing customer consumption), how to improve customer satisfaction (building customer loyalty) and how to Bring the hotel culture to every employee and every customer, so that customers can feel the taste, quality, and morality, leaving a good impact on customers; the third is how to make distinctive and more delicious dishes, which is what customers come to the restaurant for. The main reason is that customers not only need to enjoy high-quality services and a unique cultural atmosphere, but more importantly, the taste and character of the dishes. How to promote new dishes, how to grasp the hearts of customers, combine the characteristics of the store with the tastes of customers, so that customers can eat delicious food and surprise them, and a series of aspects such as cooking, including hygienic environment, innovative development, can make the dishes taste better. Conquer customers from the bottom of our hearts and work hard to change the deadlock. Therefore, it is very important to improve the quality and deliciousness of dishes. At the same time, making delicious meals is inseparable from the enthusiasm of every employee in the kitchen. How to improve their enthusiasm, how to make them serve customers attentively, work seriously and meticulously, and make delicious meals Delicious food?

Having spoken of this, why have the kitchen staff not been very motivated in the past two months? I would like to share with you that the most important thing is that our wages cannot be paid on time, which has caused many problems. People are not motivated to work and are disorganized. I told them many times but they turned a deaf ear, including the ones who left in front of me. They told me that they could no longer work because of salary arrears, so they were forced to leave. In fact, I am also very helpless. Of course, I also know that the business in our store is not good, but people can't pay wages and don't work well, which makes me very embarrassed. Therefore, as long as everyone is more motivated, works more seriously, the quality of the dishes improves, and the appetite of customers is captured, our business will slowly improve, otherwise a vicious cycle will form. Because wages were not paid on time, everyone was less motivated and failed to go all out, so the food did not taste as good as it was made with care. Therefore, finding the source of the matter, solving it, and containing it will break the deadlock. Therefore, I hope that the unpaid wages can be repaid as soon as possible before the end of the month to increase everyone's enthusiasm and enthusiasm. I can also help contact managers in this regard who can improve our business development. Are you thinking about development? positioning, and future planning. I believe that our "Tang Village Style Grilled Fish House" will definitely break the deadlock and overcome the difficulties.

Once again, I hope you, boss, will have confidence in yourself. Starting a business is full of hardships. I am also contacting this manager who used to do training management and will discuss further later. At the same time, as long as you pay off the previous kitchen wages, increase everyone's enthusiasm, and boost everyone's morale, I will go all out and work harder in the kitchen. This creates a virtuous cycle. To solve a problem, we cannot just look at the surface. We should get to the bottom of it, find out the root of the problem and solve it. I believe there is nothing that can stop us.

Once again, I implore the boss to repay unpaid wages. We will start over and work hard for a better tomorrow for "Tang Village Style Grilled Fish House"!

I wish us "Tang Village Style Grilled Fish House" Country Style Grilled Fish House" Business is booming and going to the next level!

An employee's rationalization proposal to the boss 2

Dear Chairman:

Hello everyone! It is an honor to serve ** Construction Group Co., Ltd.!

Time flies so fast. I have been joining ** for more than ten years. I am very happy to see the company's continuous growth and outstanding performance every year. This has already been Solving the survival problem of an enterprise may be beyond the reach of others. This is also the basis for the survival of an enterprise.

Under such gratifying circumstances, our company's management is still prepared for danger in times of peace and has put forward higher requirements for the company's management. This is one of the reasons why I insist on serving the company. Therefore, based on my understanding of the company, here are some suggestions. The following suggestions are based on my full attention to my job, and I sincerely hope that they will be beneficial to the development of the company. I hope that the company will go more steadily and further. Therefore, if there are any inappropriate words, please forgive me.

Looking back at the time when I first joined the company, I have been constantly improving from being an electrician at the bottom of the company to today. The job responsibilities have been constantly changing, and I have implemented various management systems of the company with joy. I often feel that the results are minimal and far from reaching the company's expected results. After several years of joint ventures, the company has to go back to the starting point: to improve the company's organizational structure, it is necessary to formulate a job responsibility system and to start from the company's various management aspects. Start with the system. Only when there are rules can there be a circle. I think all business managers can realize the importance of systems to business management. Of course, our company's organizational structure still exists, and the corporate management system also actually exists. However, during this period of construction work, we often encountered problems and could not find the relevant systems or the basis for handling the problems, which required the company not to Do not supplement, revise or formulate new management systems, such as project responsibility management, project dormitory management, project janitor management, company resignation management, etc. However, this way of treating a headache and treating a sore foot is not a long-term solution after all. The organizational structure of our ** group company may have been applicable in the previous joint venture. Everyone relied on their own consciousness or loyalty to the company to constrain their own behavior and do their due diligence for the company based on their own qualities. However, the development of the company Now, new blood has been injected, people from different regions, different values, and different qualities have been combined together. As the company scale expands, the organizational structure will also change. We must adjust our previous organizational structure and re-define new job responsibilities. The previous method of "people managing people" cannot be applied to the management of our company. Instead, we should use "systems to manage people."

First of all, let’s start with the design of the organizational structure. According to the characteristics and scale of our company, we should implement a system where the general manager is responsible to the board of directors, and then implement a job responsibility system and prepare an organizational chart. As a shareholder Or members of the board of directors can serve in the enterprise, but their authority cannot exceed their job responsibilities, let alone the general manager, and they can only exercise their rights as shareholders at a shareholders' meeting. If every shareholder has the same authority as the general manager to directly participate in the daily management of the company, it will inevitably cause a certain degree of confusion in the company's management, and also make the company's managers confused as to who should be responsible and to whom. Whoever reports the work should accept the work instructions of the one who reports--but often shareholders may not always be able to make decisions or agree on the same opinions.

With a suitable organizational structure, personnel should be appointed according to the characteristics of each position. All projects under construction should be independent individuals and should not be assigned to employees or relatives and friends involved in entrepreneurship like feudal emperors. They were divided into marquises and nobles, arranged in seats, and assigned to some management positions. *There is an old saying: A raging soldier brings a raging group of generals. An incompetent manager will not only affect his own team, but even directly affect the company's overall operating performance. The famous "barrel effect" in the management world is very direct. illustrates this issue.

With a complete organizational structure, it is necessary to establish an appropriate management system. In the process of formulating systems, the spirit of fairness (which includes fairness and justice) should be the essential feature of all systems from the perspective of system construction. The fairness of the system must not only be shown in the formulation, but also in the implementation. Under the same management system, if problems cannot be treated equally, and some privileged classes even appear, then the necessity of the existence of the system, or The strength of implementation will face serious tests, and employees may turn a deaf ear to the system or even resist the implementation of the system.

In the guiding ideology of the construction of enterprise management systems, if all employees’ activities are directly linked to money, personality, growth, psychology, spirit, and beliefs are completely put aside, the corporate spirit will naturally Abandoned under the efficiency slogan of more work, more gain. An appropriate management system will not only become a powerful tool for managers' daily management, but also become a manifestation of a unique corporate culture, and the soul of corporate culture is corporate spirit. If we use a more common word concept to summarize, then all issues related to corporate culture ultimately come back to the four words "value concept", which should contain the most basic and absolute management philosophy: humanity and fairness. Concepts determine everything. Without conceptual integrity and systematicness, the management system will be arbitrary, and corporate management cannot have vitality, persistence and continuity; and it is often the decision-making level of the enterprise that plays a decisive role in concepts.

We all know that there is no flower that lasts forever, and no company can prosper forever. If a company only relies on money as the only link between the company and its employees, the company cannot guarantee that its salary level will always be higher than others, and there will never be a trough. This kind of pure The money relationship will also be defeated by more powerful money: high-quality core employees leave in pursuit of profits. When the salary levels are similar, most employees will choose companies with better humanistic environments. The result is a high employee turnover rate. !The resignation of the employees that the company spends a lot of time and money training will often make the company unstable. Maintaining the status quo is a helpless choice, and improving development can only be content with the situation.

Now the salary of employees in our ** company is not very low, but why is the employee mobility so high? At present, our corporate management is relatively arbitrary, and in the handling of some incidents, there is a lack of objectivity and Fairness, this not only brings mutual antagonism, but also brings negative effects. In terms of employees' salaries and job promotions, there is a lack of a fair, strict and transparent system. It does not allow employees to see their own development direction, nor can it set a lofty goal for them to strive for. There is no way to unify employees' thoughts and values. Beliefs are used to unite everyone's ideals, which has led to confusion and self-centered thinking among some managers. In such a state of corporate management, we wonder how First Construction Company can build a first-class workforce and remain invincible. Where is the land?

I make the above suggestions to the company not because I have any prejudice or bad opinion about the company. There are still many things that we should be proud of and continue to do in order for our company to achieve today's scale. A place to promote. All the aspects I mentioned above may be common in construction companies, and may be common phenomena in some private companies. However, today, when products are seriously homogenized, profits are declining, and competition in the same industry is intensifying, only by strengthening management and improving the management level of our own companies can we effectively improve our business performance and make our companies invincible. land.

Extended Reading: 3 Reasonable Suggestions from Employees to the Boss

3 Reasonable Suggestions from Employees to the Boss (Extended 1)

——Employees to the Company 3 rationalization proposals from employees

1 rationalization proposals from employees to the company

Dear company leaders:

I am an ordinary worker in the company After joining the company for more than 2 years, I have deeply realized that there are many management problems in the company. Maybe these problems are just my personal understanding, but I hope Mr. Hong can take time out of your busy schedule to listen. Here are the opinions of an ordinary employee!

1. Personnel management - This is the weakest link in company management. First of all. The shortcoming of personnel is that there is no system for the introduction and promotion of personnel. Personal likes, dislikes and personal relationships often determine everything, so that outstanding talents without personal relationships cannot stay for a long time.

Talent is the most valuable resource of an enterprise. In the process of operation and development, enterprises need a large number of talents with professional knowledge and high comprehensive quality. Enterprise managers need to continuously absorb, cultivate and shape outstanding talents for our use.

The company needs dedicated human resources managers with professional knowledge to be responsible for talent recruitment. Enterprises should set up human resources administrators to manage talent recruitment, training and other matters.

Generally speaking, recruiting talents requires four steps:

In the first step, the department head proposes the talents and standards needed for the position, and the personnel specialist evaluates the recruitment requirements. Necessity, as well as specific talent standards;

The second step is for the personnel specialist to test the candidates. This test requires specific methods and procedures. ;

The third step is for the department head to interview the candidates recommended by the personnel specialist, mainly to examine their professional knowledge, skills and work ability;

The fourth step is for the general manager to Or the vice president in charge will determine the final candidate based on the applicant's overall quality, company development requirements and the applicant's development potential.

Giving people the first priority, you must be strict and rigorous when selecting talents, and pay attention to scientific methods and procedures. After acquiring people, the next step is to make reasonable use of talents. "Making the best of everyone's talents" means that everyone should be in a suitable position, and each position should have a suitable talent. Give everyone a regular opportunity to demonstrate their talents, and open, fair and fair competition will be implemented regularly for each position. The company has established a certain system to clearly reward and punish talents, and the fittest will survive.

Not only does everyone's intelligence and talents come into full play,