In 2010, the catering industry in the provincial capital was in a period of change.
People are becoming more and more rational in their consumption in restaurants. They have transitioned from eating big fish and meat in the past to eating well and eating healthily.
In the past, only wealthy people could afford to eat in restaurants. Now ordinary people often visit them. Going to restaurants is no longer something worth showing off.
The guests have become gourmets. They know the taste and characteristics of the food and can tell you everything. Housewives can also cook one or two of many restaurant dishes, and their cooking is no worse than the chefs.
When people go to stores to consume, they have higher and higher requirements for environmental hygiene and food quality, and they are also increasingly pursuing dining experience. Eating well and being full is just the basic requirement, but they also need to eat with confidence, comfort and happiness.
Changes in consumption and dining concepts have prompted corresponding changes in hotel management and operations in order to keep up with demand and development.
If you fall behind, you will be beaten and ruthlessly eliminated.
Give an obvious example.
In the past, if a new restaurant opened on a street, as long as the decoration was not too poor, the food was acceptable, and the service was not very good, people would come in to eat when it opened, and the newer it opened, the more people would eat. People would join in the fun.
Psychologically, it doesn’t matter whether the food tastes good or not, let’s go in and have a meal first.
Not anymore. Restaurants are all over the streets. You can eat whatever you want. They have everything. If you want to eat local cuisine, there are home-cooked restaurants. If you want to eat Sichuan and Hunan cuisine, there are Sichuan and Hunan restaurants. If you want to eat dumplings, there are dumpling restaurants. If you want to eat hot pot, there are hot pot restaurants.
If you want to eat barbecue, there is barbecue. If you are tired of Chinese food, there is Western food, Japanese food, and Korean food. Only what you can't think of, there is nothing that no one can do.
When people pass by a newly opened restaurant, sometimes they just pass by without even looking at it.
The hotel door is indeed low, but the era of small investment and quick results has passed.
Since the reform and opening up, society has developed rapidly. It took thirty years to complete the path that Western developed countries took fifty and eighty years to complete. The rapid economic development has led to the improvement of people's living standards, and the improvement of living standards has boosted consumption.
Growth, the thriving catering service industry is a good testimony.
With the growth of people's consumption power and the improvement of dining experience, the traditional catering model will inevitably be impacted. The transformation of restaurants is also in line with the trend of the times and is the need of development.
The catering industry has begun to develop in the direction of diversification, standardization, standardization and specialization.
Several phenomena have changed.
The first is that the kitchen style in which a master leads a few apprentices to operate a small workshop no longer exists - the era of one master chef running a restaurant has passed.
The second is that restaurants that only meet the standards of food and service are no longer profitable—people are beginning to pursue dining experiences.
The third is that the traditional management model no longer works - most hotel employees are born in the 1980s and 1990s. Most of these children have never experienced hardship or poverty. They have their own ideas and opinions, and they don't take resignation seriously.
When working with one's own mood, it is not easy to use the methods of managing those born in the 1970s.
People born in the 1980s and 1990s are a special group. They are very individualistic. They don’t like to be talked about whether in the kitchen or at the front desk.
For people of Lao Tan and Wang Gang's generation, the master in the kitchen is the grandfather and the younger brother is the grandson. The master's words are the imperial edict. If they dare not to listen, they will be reprimanded or fired directly. Therefore, they are respectful to the master, lest they get angry and they will not work.
Save.
Now everything is reversed, the younger brother is the grandfather and the master is the grandson.
The chef is afraid that if he says something too much, the boy will stick out his ass and leave, no longer serving him. Nowadays, it is more difficult to find a boy in the kitchen than to find a master. When any restaurant says it is looking for a chef, there are many people who sign up, and they just wait and see. When it says it wants a boy, just wait.
, we won’t be able to recruit them for a while.
Now I have to coax my little brother to work, but I'm afraid he won't even do it.
The same is true at the front desk. Girls in their 18s, 9s, and 20s are more difficult to manage than boys. Let's not let people say that being late, asking for leave, and violating discipline are commonplace and are not taken seriously at all. A few criticisms, and those who are more sensible are better
, be able to accept it with an open mind, directly contradict if you are ignorant, and leave if you are serious and quit.
Every restaurant is short of waiters. If you don't work here, you can still work at someone else's house. You don't have to worry about finding a job.
At last year's Oriental Food and Catering Management Forum, Lao Tan proposed that the future catering industry will no longer be a competition of core technologies, but a competition of people. Whoever has a stable team of employees will win. At the same time, he proposed that team building is becoming more and more important, not only
To build a strong management team, we must also build a united workforce.
When this point of view was put forward, many catering people did not agree. Facts have proved that Lao Tan is right. The biggest problem facing the catering industry now is the human problem. There is a shortage of employees in every house. The big red recruitment paper is posted every day, and there are always people recruiting.
There is even a phenomenon where a restaurant has been renovated and cannot open because it cannot recruit people.
The transformation of any enterprise starts with the leader, that is, the boss. If the boss's thinking does not change, the enterprise will not change.
As a result, many training institutions such as Chinese studies classes, CEO classes, and boss training camps began to develop. In the past, when it came to training, it seemed that it was a matter for large state-owned enterprises, government agencies, factories, mines, and education departments, and had nothing to do with restaurants. Many restaurant owners think that food and
Just provide good service, there is no need for training or learning.
There are also some bosses who want to give it a try and sign up for a class. If it works, they will listen to it. If it doesn’t, they will just kill their time.
So the first batch of restaurant owners who recognized the usefulness of training and learning emerged.
After listening to the teacher's lecture, they discovered that providing good food and service is only the basic work of a hotel, and requires higher management.
Through study, I know what hiring, employing, retaining, and educating people means, and I know what kind of structure a boss should have and how to be a boss.
We know that the initial competition of enterprises is technology, then talent, and in the end it must be culture.
Through learning, I understand one thing. Customers' consumption in the store is not just about eating, but also about dining experience and cultural feelings. Food is not only "food", but also "beautiful".
If you treat a hotel as a business, it will not last long.
The average life span of Chinese hotels is three years. Forty percent of hotels are more than five years old, 10% are more than ten years old, 5% are more than thirty years old, and less than 10% are more than a hundred years old.
one.
This is a current situation faced by all catering people. China is a big country of gourmet food, with a long history of gourmet food at home and abroad, but there are very few century-old restaurants, far less than our neighbor Japan.
Why? It’s all about money.
Mr. Xu signed up for the Chinese Studies class and the CEO Business School on the recommendation of his friends. He made a lot of progress through the first stage of study. He felt that his mind was broadened, the pattern gradually opened up, and his thinking changed dramatically. He realized that the previous management had fallen behind.
Not only is it outdated, but it is also a dead end.
Today is no longer an era of capable management, but an era of teamwork to create a win-win situation. The relationship between the boss and the employees is no longer a simple employment relationship, but a cooperative relationship, a partner. Think of yourself as a superior boss.
No more, I’m just an investor.
Use your own money to invest in a hotel, bring like-minded people together, do something that everyone likes, and create wealth together.
Mr. Xu met several restaurant colleagues in the study class. When communicating with them, he found that he was late in learning, and others had already started learning. Not only did he learn by himself, but he also brought the store managers to learn with him.
One of the bosses shared that after completing the course, the senior executives not only grew up, but also applied what they learned to actual work and became better managers. The work attitudes of employees have changed greatly, and employees who were about to resign did not leave.
Sales volume has also increased accordingly.
Mr. Xu thought he had to learn from others and ask the store managers to receive training. Only when they improve can the employees improve and the hotel develop.
I thought about letting managers come to study, and I also thought about the cost of study. The tuition fee for each person is one thousand eighty yuan, and there are eight managers in the store, which adds up to fourteen thousand four thousand, which is not a small amount.
He didn't know if other hotel managers paid for their studies or if the boss paid for them. He wanted to ask.
Boss Wang from a famous hotpot restaurant in the provincial capital came with his management team to learn. Mr. Xu came to the table and chatted with them for a while.
Mr. Wang said: "I heard that a large farmyard has opened in Santaizi, which is comparable to the old farmhouse. I would like to go and have a look when I have time."
Mr. Xu said: "Big Brother will definitely give you a warm welcome in the past."
Mr. Wang asked: "How do you feel? Is it a big gain?"
"The harvest is quite big." Mr. Xu nodded, and then asked: "Brother Wang, I think you brought the management staff here, are they paying for it at their own expense?"
Mr. Wang heard what Mr. Xu meant and said with a smile: "Brother, we are not willing to come here even if we are asked to spend money. How can they be willing to spend that money? We can't manage it ourselves after we have finished our studies. They are direct managers and we have to invest in them."
A little bit of value."
Mr. Wang patted his head and continued: "In the past, we all spent our money blindly. We only invested in areas below the neck. Haha, there is nothing wrong with investing more in areas above the neck. It will gain knowledge. In addition, invest more in managers.
There is nothing wrong with it at all. Only when they are good at management can they get up there, and only when they get up there can they make money, so we can worry less."
"Today is the second batch. The first batch has finished their studies. Now I hardly participate in management. I assign tasks every month. The rest is to check, read reports, and study. I think you will also sign up.
It’s time to go to the Chinese Studies class. Let’s learn to practice Chinese Studies. We are short of things in our heads, especially the things left by our ancestors.”
After Mr. Wang finished speaking, he went to chat with others. Mr. Xu's face was a little hot, and he thought that he had learned in vain for a long time. The pattern has not been opened yet, so why bother asking the managers to pay the tuition themselves?
He began to mentally calculate the hotel management staff.
Zhang Li is a talented person, and so is Li Shuang. There is nothing wrong with their work and they are worth cultivating. Hu Jing has been working with me for five years, and she followed him when she was not married. Although she is lacking in management, she is loyal and has no qualms about the hotel.
Worth cultivating.
Wang Gang must be cultivated, and he should learn the most. It would have been better if he had been asked to study earlier, but it is too late now. I didn't realize this at the beginning, but if I had asked him to study with me at the beginning, I wouldn't have to ask the head chef now.
Li Xu and Wang Shulan have been working with me for many years, so I need to train them.
Zhou Hongyou and Yuan Hua have only been here for three months, so they want to inspect it first.
Lao Tan is a talented person. What he said is similar to what the teacher said. Some of the principles he explains are more thorough than the teacher, so he shouldn’t need training. Besides, he just came here. It’s still a matter of debate whether he can be a long-term employee. He does have the ability, but it depends on whether he can work with him.
Wang Gang got together.
Wang Gang looks upright and honest, and he looks honest and kind, but he is actually smart. He has hired people for the kitchen, and it can be said that he can cover the sky with one hand. He is so petty that he can't hide it from others, and he controls the kitchen in his own hands without asking anyone.
Others interfered, fearing that they would drive him away.
The structure is small, so we have to ask him to study hard. If not, enroll him in a Chinese studies class and let Confucius teach him.
Mr. Xu went through these managers one by one, gave different evaluations to each, and figured out who to call first and who to train and learn later.