Incentive measures for catering staff

If you want to mobilize employees, you must make them feel that going to work is a very exciting and passionate thing, and you must make them enjoy the time of struggling with their colleagues and bosses. So how do you motivate your employees? The following incentives for employees in the catering industry, I hope to help you!

First of all, high attendance rewards put an end to being late and leaving early.

How to prevent employees from being late and leaving early, and let them work overtime actively when their business is busy? I have also put a lot of thought into this aspect. Now our store has implemented a new system: high attendance award. I will first reduce the basic salary of employees from 1.500 yuan to 1.200 yuan, and then raise the attendance award from 50 yuan to 400 yuan every month. The attendance of kitchen staff is calculated as 28 days, and the attendance of front office staff is calculated as 27 days. If employees are late, leave early or ask for leave, they will not get the 400 yuan attendance award for that month. 400 yuan is not a small sum for grass-roots employees, so in order to keep this income, employees will never find any excuse to be late and leave early. The hotel only needs to give each employee more 50 yuan every month.

Second, 1 service card = 10 yuan.

When it comes to retaining people, I am deeply touched. I received more than ten resignation letters a month, forcing me to go out and post job advertisements in the middle of the night. At first, we tried to appease and retain employees by increasing wages, but everyone had the mentality of keeping up with the joneses. I just gave the front office a raise today, and the kitchen complained the next day and asked for a raise. Over time, it will develop a bad atmosphere: employees resign? Threats? The management keeps raising their salaries. As a manager, I am not afraid of employees' high income, and salary increase is not a problem. The key is what the salary increase is based on. To get employees' salaries? Justified? In order to prevent employees from asking for a raise at will, I cancelled the basic salary of the front office staff and implemented it. Service card performance pay system? . Namely: actual salary = performance salary+bottle opening fee+attendance award. Performance pay: After the guests are seated, the waiter will hand over two service cards. After the meal, the guests will return the service card to the waiter according to their satisfaction with the meal. If they are very satisfied, they will return two cards. If the service is average, return one; If you are not satisfied, none of them will be returned. After dinner every day, the waiter will hand over the service cards received that day to a special person for statistics, and the total number of people will be filled in the public notice form outside the office. At the end of the month, the number of service cards received by each person is calculated and converted into the corresponding amount according to each card 10 yuan, which is the performance salary of the employee in that month. After the implementation of this system, the front desk salary will be well documented, and no employee will resign for a raise. More importantly, if employees change their slack work attitude in the past, guests will take the initiative to welcome them when they enter the door.

Q: Will the cancellation of basic salary lead to the loss of employees due to unstable wages?

Qian Jiangjun replied: On the surface, it seems that the income of our employees is unstable, which is easy to cause staff turnover, but in fact, after the implementation of this salary system in hotels, the staff turnover rate has been greatly reduced, and now only two or three employees leave each month on average. The front desk staff can get more than 2000 yuan at most, with an average salary of 1700. As long as the product quality is guaranteed and the waiters can work actively, the business of the hotel will get better and better, and their wages will naturally get higher and higher. Now hotel employees think that this salary calculation form is fair, and they can earn a good income as long as they work hard, so everyone's work enthusiasm is very high.

What if the customer is drunk and forgets to return the service card to the waiter after dinner?

When the waiter is ready to pay the bill after the meal, he will ask the customer about the meal and ask the customer to return the service card according to the customer's satisfaction with the meal, so that the waiter will not lose the service fee because the customer forgets to return the card.

Each card = 10 yuan, how to ensure that the waiter will not deduct the card from the customer in order to earn more service fees?

During the meal time every day, the head waiter, the front office manager and the private room manager will inspect and supervise the lobby and private room to ensure that the waiter can give the guest a service card according to the regulations.

Third, let employees participate in the formulation of the system, no longer afraid of implementation difficulties.

It is not difficult to establish a system, but it is difficult to implement it. The solution of our hotel is to let employees participate in the formulation of the system. First of all, the management made a general framework with reference to the effective management systems of other hotels, and then distributed it to employees, asking them to remove the terms they thought could not be achieved, plus some terms formulated according to their own conditions. The company summarized and integrated these added systems, and announced them at the staff meeting, requiring employees to raise their hands one by one, and keeping the clauses with the passing rate exceeding 2/3. The reserved system has a one-month trial operation period in the hotel, during which it will be adjusted according to the actual implementation. The adjusted system is posted on the wall as the final version. This has three advantages:

Regardless of the addition or deletion of employee participation system, we must carefully understand the content and feasibility of each system, so as to judge whether we can abide by this system and whether it is suitable for implementation in hotels after it is formulated. This is a good self-training process.

Is to improve the consciousness of implementing the system: I made the system myself, and of course I have the obligation to implement it well.

Can make employees have a sense of ownership. When new employees come to the store, the old employees who participate in the formulation of the system will take the initiative to explain to the new employees the reasons and implementation methods of each system in the hotel, which is better than the unified training of the hotel.

Attendant of Nongmen Town Hotel Fu: Have I attended it since I came to the hotel? Gfd？ And then what? Staff meal? For our employees, our own system is like tailor-made for the actual situation of the hotel, and we implemented it smoothly. Besides, the system was formulated by us, and we are embarrassed to violate it, so we can hardly see any detention in violation of the system now. Let's give the simplest example. In the past, the waiters at the front desk were often criticized for being untidy. Later, the hotel asked us to make our own dress code and we discussed it together. We took off the complicated scarves and employee badges and put on simple and neat uniforms. Everyone wore a smile sign, which made them more unified. We also offered to wear a little light makeup at work, which not only made us feel good, but also made our customers feel comfortable to see us in high spirits. In addition, it is also very interesting for us to formulate a system. What kind of system do we really have when we get together after work to talk freely and discuss what kind of system to manage ourselves? As a hotel owner? This feeling.

Q: Let employees make their own rules. Will they make the rules very loose? Is such a system still meaningful?

Ding Haihua replied: We let employees make their own systems, and they all cherish this opportunity. When formulating each system, it has been fully considered and has certain binding force. Although some will be slightly relaxed, it will not adversely affect the operation of the hotel. Secondly, this is also a process of system formation. When the system has just taken shape, some terms are slightly looser, which can make employees accept these systems quickly. When all employees have adapted to the new system and can abide by it well, we will tighten the system appropriately by raising hands at the staff meeting and step by step, which will not only make employees easily accept it, but also achieve the goal that managers want to achieve when formulating the system.

Four, the management committee staff? Mother's family

20 1 1 February, our hotel set up a staff management Committee. The seven members of the management Committee are all elected by the employees themselves? Intimate person? They are Chairman, Vice Chairman, Health Committee, Safety Committee, Cost Control Committee, Cultural Research Committee and Cultural and Entertainment Committee.

Does our management Committee have it? Family fund? It is managed by a special person. In order to ensure fairness, every expenditure needs the signature of the manager. The source of the fund is: the hotel sells waste products, 20% of the total bottle opening fee and 20% of the total vegetable commission. The money in this fund is mainly used for three purposes: 1, organizing activities for employees. 2. Add medical boxes for employees. 3. Set up a staff library and buy a lot of inspirational books and novels.

The Anti-Cluster Munition Coalition has three functions:

First, help employees solve the difficulties in their work and life. For example, the father of an employee in the head office is seriously ill and urgently needs type O blood. After learning about it, the management Committee called on everyone to donate blood for the elderly in the hospital, and the employees responded positively. Almost all employees with the same blood type have signed up.

The second is to help management collect employees' opinions or suggestions. In the past, it was difficult for management to hear the real thoughts of front-line employees, because employees were afraid to mention it because of the majesty of their superiors, which led to many problems that could not be solved in time. The members of the management committee are all grass-roots employees, so you can tell them what you think boldly, and then the president will sort out and register the collected opinions and send them to the store manager by email in time. For example, once a guest in a box ran away. After investigation, the manager thought that the customer ran away because the box attendant didn't hand over the bill when she got off work, so she was asked to bear the bill of more than 400 yuan. The waiter's monthly salary is only 1000 yuan. She felt that the punishment was too heavy, so she told the management committee about her grievance. After the coordination of the management Committee, she was finally fined only at the cost price.

The third is to train new employees in corporate culture, organize employees' entertainment activities, and give employees warmth at home. For example, organize an employee birthday party once a month, have dinner together, and give gifts to employees who celebrate their birthdays that month.

Fifth, the shareholding system makes employees not want to quit.

The scale of our store is not very large, and the area of five branches is between 300-500 square meters. In terms of staffing, it is not as complete as a big store, so it is required that the management personnel of our hotel are all-round talents. Among them, the larger stores are front office managers and store managers, and the smaller stores will cancel the front office manager position and be replaced by chefs and store managers. In this way, how to retain these management talents is the key to the smooth operation of the restaurant. My method is the stock system.

Share distribution ratio: Except I have 60% absolute equity in each store, the remaining 40% is distributed to employees and old customers who want to invest. The shares of old customers can't add up to more than 20%, the shares of the store manager account for 10% at most, and the rest are distributed to ordinary employees.

Form of share participation: 1 Manager: Now every time I open a new store, I will choose the manager of the new store from the outstanding employees of several other stores. If the elected manager has no shares, I will give him 5% performance shares, and he can continue to buy shares in the store in the future. 2. Ordinary employees: As long as they have worked in the hotel for three years and performed well, they are eligible to apply for shares, and the way to share is to share shares. The price per share is converted according to the total investment of the employee's store.

Dividend form: after the shareholding, the profit-making single store will pay dividends once every quarter. If the store is at a loss stage, the shareholding employees do not need to bear any economic losses; If the employee leaves the hotel, his shares can only be transferred to me.

On the surface, the managers of my branch are all major shareholders in the store, and everyone is fragmented. But in fact, the share allocated by each store is like a spider web. The boss is like a spider weaving a web, always in the center, holding absolute equity. Shares, like spider silk, firmly stick the store manager and employees who hold shares on this big network so that they will not resign easily.

I have been with Mr. Gong since the opening of Gong Debao's first store in 2002, when I was a handyman. In 2007, Mr. Gong prepared Gong Debao's first branch and called on everyone to take a stake. At that time, I had worked as a wok master in the store, and had five years' working experience, which met the requirements for shareholding, so I bought the shares of Wei Zi Store 10% at a price of more than 80,000 yuan. Until now, every time I prepare a new store, I will consider taking a stake. I have been a contractor in Gongde for so long, and I have never thought about greater hotel development in the past, not only because I get considerable dividends every quarter, but also because I really become a member of the hotel after I joined the company, no longer just working for my boss every day, giving me a feeling of doing business by myself, which makes me full of enthusiasm every day. The implementation of the system also makes hotel management easier. Everyone knows that I started as a coolie and became a shareholder in the store little by little. With a living example like me, everyone works hard. Every time I chat with the clerks in the store and ask them about their future plans, they will tell me that they will try their best to save money and become shareholders in the store. So now our kitchen staff is basically zero drain.

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