The Method Of Employee Performance Appraisal Of Restraurant Management Is Introduced To You!

The Method Of Employee Performance Appraisal Of Restraurant Management Is Introduced To You!

As a restaurant owner, want the restaurant can be steadily run, need a feasible  restaurant management scheme, modern restraurant management in many ways, find the right solution can make the hotel operation more easily.

First, the use of professional scientific performance appraisal methods.

1, figure scale assessment method: is the simplest and the use of one of the most common performance appraisal technology, generally using the graph scale table to fill in the form of scoring.

2, target management method: target management method is a modern method more used, managers usually emphasize profit, sales and cost of these results can be achieved indicators.
Under the goal management method, each employee identifies a number of specific indicators that are key to the success of his or her work and whose completion can be used as a basis for evaluating employees.

3.Narrative method: in the assessment, in the way of written narrative to explain the facts, including the past work has achieved what obvious results, the work of the shortcomings and shortcomings are what.

The Method Of Employee Performance Appraisal Of Restraurant  Management Is Introduced To You!

Second, establish the principle of performance appraisal.

1, the principle of fairness, Equity is a prerequisite for the establishment and implementation of a performance appraisal system for personnel.
Unfairness makes it impossible to play the role that performance appraisal should be.

2, strict principle, Performance appraisal is not strict, will flow in form, the same as false. Poor performance appraisal not only does not fully reflect the true situation of staff, but also has negative consequences.
The strictness of performance appraisal includes: to have clear assessment criteria, to have a serious attitude of assessment, to have a strict appraisal system and scientific and strict procedures and methods.

3, the principle of the results disclosure, The results of the performance should be open to me, on the one hand, can make the subject to understand their own advantages and weaknesses, strengths and weaknesses, so that the assessment of good people to continue to maintain advanced;On the other hand, it also helps to prevent bias and errors that may arise in performance appraisals to ensure fairness and reasonableness in the assessment.

The Method Of Employee Performance Appraisal Of Restraurant  Management Is Introduced To You!

Third, master the skills of performance appraisal.

1, modern restaurant management needs to have a good program, through the talent management so that restaurant management steadily. Before the implementation of the performance appraisal system, the assessment should be divided into work attitude, work skills, work efficiency, work results, team awareness, communication skills, matching ability, employee impression several aspects, only the management assessment clear, adjust edited in place, employees will believe your performance appraisal system, will cooperate with your work,will again mobilize enthusiasm.

2, to establish an internal complaints mechanism, so that employees in the face of unfair, unfair treatment when there is a clear way to appeal and resolve, to avoid the leadership emotional factors hurt the rights and interests of professional workers.

Fouth, the role of enterprises in performance appraisal.

1, to achieve the goal, Performance appraisal is essentially a process management, not just a review of results.
It is the medium and long-term goals broken down into annual, quarterly, monthly indicators, and constantly urge employees to achieve, complete the process, effective performance appraisal can help enterprises to achieve the goal.
2, mining problems,
Performance appraisal is a Process of PDCA that is constantly planned, executed, checked and processed, which is embodied in the whole performance management process, including performance goal setting, performance requirements, performance implementation correction, performance interview, performance improvement, and re-setting goal cycle, which is also a process of constantly identifying problems and improving problems.
3, personnel incentives,
Through performance appraisal, the combination of employee recruitment, job promotion, training development and labor compensation makes the enterprise incentive mechanism be fully used, which is conducive to the healthy development of the enterprise, and also facilitates the establishment of a psychological model of continuous self-motivation.

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A Good Restaurant Management, So That Employees Happiness Is Very Important!

A Good Restaurant Management, So That Employees Happiness Is Very Important!

Any kind of business model, there is a basic premise, there must be a huge market imagination space, that is, the market capacity should be large enough.

For example, modern restaurant management, it needs to have a complete  restaurant management scheme. Restaurant industry as a traditional and eternal industry, market capacity is large enough, sustainability characteristics are also strong, customers eat once, if feel good, after a period of time will continue to consume.
This requires a perfect restaurant management program. The essence of the catering industry is taste. But when taste differences become unclear, consumers perceive service.

Zhang Yong’s high-minded in, he saw the big city people for the consumer service feeling the need to have a huge market space, big city consumers know a lot of knowledge, market competition is fierce ‘if through the service can these picky customers” of the “heart” to deal with, it is easy to build loyalty, and gradually accumulate the threshold of competition, the world is my!

Sub-is, the sea floor to focus on the “service” of this curry town-style of the first, that is, single, single- and bo-like, in order to make the enterprise have limited resources to focus. Dig deep and reduce marginal costs, add to the edge of the revenue.

When other catering enterprises are engaged in service standardization, the sea floor to go the other way, single-mindedly from the customer’s point of view, carefully provide personalized services, for this reason even paranoid insistence: customers like family as good, and even service to let you “boring”. To make customers happy, you must first make employees happy, that is, Zhang Yong said, “If you want employees to treat customers as well as family, you must be as good as family.”
Through research, interviews and analysis, we found the sea floor fishing, construction of the “happiness triangle”, triangular area by the “sense of security”, “sense of direction” and “sense of achievement” composition. A good restaurant management strategy is to know how to think in the customer’s position, always for the customer to consider.

To make customers happy, you must first make employees happy, in order to make employees treat customers as well as family, you must treat employees as well as family The insight into human nature is profound. In order for an employee to be determined to be loyal to the company, he must study his psychology and needs. Most of the waiters come from the countryside.

A person who comes out of the countryside to work in the city, first focusing on survival, and then making money can make a difference in the lives of families and parents.
Fishing at the bottom of the sea is good in terms of wages and treatment.
If a person wants to improve the happiness index, strong happiness, in addition to have the quality of integrity and kindness, caring for others, the most important thing is to have a sense of direction.

A Good Restaurant Management, So That Employees Happiness Is Very Important!

Employees from the countryside have a simple desire to change their own destiny, but they struggle to have no chance. In the sea floor to salvage the internal hands to change the fate of the values of the transmission is extremely clear, the company to employees sense of direction, establish a clear promotion channel: from the management line, technical line, logistics line three lines of promotion.

This promotion system, so that all employees feel fair, “as long as you want to be possible”, even if you are a kitchen worker today has the opportunity to upgrade, employees here to find the direction of development, no promotion ceiling, even if you are a store manager, there are larger areas and chain stores to provide you with a stage. Such a way of talent management is very humane for employees.

As A Restaurant Management, How Should You Choose A Service Personnel?

As A Restaurant Management, How Should You Choose A Service Personnel?

Under the sea for customers to create a sense of happiness, the customer feel happy, then trust to you, the consumer’s mental model firmly grasp, it succeeded. Accidentally, the sea bottom fish made a “consumer service feel” domain of the first brand. That’s the definition I’ve given to the bottom of the sea, the core of my happiness.

So, as restaurant management, how should you choose the service staff? One might say, “Isn’t there supervision?” Trust without supervision does not call trust indulgence.

As A Restaurant Management, How Should You Choose A Service Personnel?

Submarine fish ingress with employees and managers with a strict appraisal system, but the purpose of the assessment is not mistrust, is to establish habits. What is the enterprise culture? The definition of corporate culture in the textbook is a lot, but I think the corporate culture is a two-word “habit”, that is, the founder to advocate the concept and values, through strict system management to form the behavior of employees habits. Aristotle said, “Our habits make us.”
Excellence is not an act, but a habit.”

Submarine fishing hopes that through the system construction, including assessment, to form a complete set of corporate culture, and then internal replication. Only by carrying out chain management can the catering industry have economies of scale and growth value. To be chained, a series of standardized and processed systems, including back-office management, logistics and distribution, and service management, must be established and then replicated.
But for the standardization and process of service, is Zhang Yong extremely opposed, the sea fish ingress to promote personalized service, refuse service standardization, Zhang Yong’s biggest concern is that the service of the sea fishing becomes no personality, if the waiter’s smile is stylized, it means the death of the sugar undersea list.

Zhang Yong’s strategy is to expand by copying the personalized service features of the seafloor, but standardized replication and personalized survival itself are contradictory. A good business model is characterized by the fact that the exterior is not easy to copy and the interior is easy to replicate.This is a good restaurant management.

As A Restaurant Management, How Should You Choose A Service Personnel?

For example, when selecting a person, you must meet three character requirements: The first integrity, kindness, this is the basic principle of life; People who know how to raise the grace, will have a grateful heart, will be loyal to the organization, love to customers;Nothing to do with you from the countryside, regardless of education, hard work can make up for the poor, tian Dao pay, as long as hard work, such employees can progress and grow.

As if you were to join the Party, you must share the same values. Then through training promotion, become a qualified undersea fishing staff, through these employees to the management and culture of the seafish ingress to other stores. Through the continuous improvement of talent management mechanism, so that the service of the sea fishing Deda a lot of consumer recognition.

The bottom of the sea is sure to have the last laugh on the road leading. The advanced realm of business model is the brand model, higher than the brand model is the happy growth model.