How to retain employees in catering industry?

First, if the number of shops is small, the most effective way is not to focus on special training for new employees, but to adopt the traditional mentoring system at work to bring the old with the new. On the first day of employment, you should assign your own master to the newcomers. Besides, not everyone can become a master. "Master" is a special honorary qualification. For example, there are six chefs in the back kitchen, and only one person can take the new chef. Being a "master" is an important spiritual encouragement for an old employee.

Second, the teacher's ceremony should not be casual, but should have enough sense of ceremony. For example, put up a banner of "Apprentice Ceremony" and ask the apprentice to offer tea to Master, and Master will give the apprentice a small gift. Don't underestimate this link. Using a ceremony to publicize this relationship can directly enhance the emotional connection between two people, which is of great help to the initiative between master and apprentice in the future.

Third, every master should quantify the work of bringing new people and make clear the learning requirements for his disciples every day. For example, for the waiter who serves food, don't forget to wear a mask and a badge the next day; On the third day, you should know all the managers, such as the kitchen supervisor and the lobby manager ... On the seventh day, you should be able to try to leave Master's independent position.

Fourth, learning needs a closed loop. Before opening the door every morning, Master spends 15 minutes to evaluate the learning effect of the previous day. If the apprentice can't pass the assessment, he should increase the practice time in the day's work and accept the work assessment on the first day and the second day at the same time on the third day.

Fifth, Master should help newcomers to build a sense of purpose and direction. The first three months of employment are the most unstable period for newcomers. On the first day, Master must clearly tell the new couple the way to rise in these three months. For example, in the first month of probation, you need to be able to look at your watch independently. If completed, you can become a full member and raise 300 yuan's salary; After 8 months, the company will have an assessment, and if it passes, it can apply to be the regional team leader, and the salary will be added to 600 yuan.

Sixth, we should assess the performance of the people led by Master. If the apprentice retention rate is lower than 70% for three consecutive months or half a year, it means that the master is unqualified. If the apprentice's retention rate is higher than 80% within three months, or if the apprentice can get started within one week, publicly praise Master in stores, regions or the whole company. This sense of honor will further stimulate Master's enthusiasm and form a virtuous circle.