The story of a cook

Chapter 342 Analysis of Employing People
There are still two days until the competition starts, so I invited Master Zhang, the sculptor, to Linjiangxuan to start preparations.

Master Zhang came here with his apprentices.

Introduced Master Zhang to the head chef, and then Master Zhang drew a list of raw materials needed for carving to the head chef, and the head chef arranged for someone to buy them.I chatted with Master Zhang for a while, and took Master Zhang to visit the kitchen.

I saw Master in the kitchen. Master Zhang and Master had known each other for a long time, and they chatted together for a while.

The master said: "Your carving is very good, you have reached the point of perfection."

Master Zhang smiled and said: "Master Huang praised, but it's not enough. Now many hotels don't offer carvings, and I almost can't eat."

"How about your cooking?" Master asked.

"My cooking is average, not good, and the carving is delayed." Master Zhang said.

"There is a specialization in the art industry. If you specialize in carving all these years, cooking will naturally fall behind."

"Yes, the work of carving is not very easy to do now. I think about picking up the fried vegetables again. After all, I have to support my family."

"That's right, sculptures like yours can only be used in large hotels and high-end restaurants, not ordinary hotels."

"Yes, we have to cook."

"I'll ask you to see if there are any high-end restaurants that need carvings, and I'll recommend you there," the master said.

"Then thank you, Master Huang, I'll treat you to a drink." Master Zhang said happily.

Master Zhang's carving skills are really good, but the carvings are okay in big restaurants, and the carvings in dumpling restaurants like Linjiangxuan are useless.Now Master Zhang still has to go out to cook for others in order to support his family. This is also a kind of helplessness as a chef.

But to be a chef, you must know how to carve, which is also one of the basic skills of a chef.

The head chef bought back the raw materials that Master Zhang needed for carving, and found a relatively quiet place in the greenhouse on the seventh floor. Master Zhang and his apprentice began to carve.

Craftsmanship is like this. Those who know it are not difficult, but those who do not know it. Sculpture is intangible and inaccessible to those who do not know it. It feels very mysterious, but in the hands of Master Zhang, it is simply waving and engraving. It's just a knife.

The theme of Linjiangxuan's booth is "Welcome to the Golden Autumn and Celebrate the Harvest".The overall length is five meters and the height is two meters.The idea is to use the facade of Linjiangxuan as the theme background, and then create a scene of autumn harvest.There are ripe melons and fruits, pears and peaches, the fragrance of wheat and rice, children playing in the threshing field, adults harvesting autumn in the fields, and old people making dumplings at home.Such a scene needs to be fully displayed on the booth, and I can’t do it if I engrave it. It’s okay if we engrave a separate small thing.

Master Zhang is a master sculptor, and it is not difficult for him to carve such a booth, it is just a matter of time.

Two days are enough.

After making arrangements for Master Zhang, I went back to the kitchen and started working.

In the past two days, Du Dapeng and Wang Chunlai’s attitude towards me has changed significantly. The reason is very simple. The chairman said that I want to bring out two head chefs, and at the same time train chefs to go to Japan. They are mainly here for this. .

The head chef I want to bring is not the two of them, but Zhang Chunming, the sous chef in the kitchen on the second floor.

Zhang Chunming is very good in cooking and character, and the master admires him very much.Zhang Chunming's lover works as the foreman in the pastry team, mainly responsible for making dumplings.He also has a good wife, a very virtuous woman who has a good reputation in the noodle group, and everyone affectionately calls her "Sister Mian".If she is called "Sister Mian" in pastry, she is almost the boss of the pastry group, a very prestigious existence.

Zhang Chunming's father and younger sister also work in Linjiangxuan. His father is a security guard, and his younger sister works as a cutting board in the kitchen on the second floor. Later, he was transferred to the pastry team to work as a dumpling worker.

Speaking of Zhang Chunming's sister in Linjiangxuan, everyone knows that everyone knows that her name is different from Du Dapeng and Wang Chunlai. The alternative kind.

Zhang Chunming's younger sister is called Zhang Chunjiao. She looks good, neither ugly nor too good-looking, but she doesn't like to dress up. If she dresses up, she should look good.Careless all day long, cheerful personality, can talk and make trouble, anyone ask her to do things, and also likes to fight injustice, a bit masculine personality.Work is in a hurry, a little careless.When she was working on the chopping board, she was quick to work, but she was always forgetful. Later, the master transferred her to the pastry group to make dumplings, and asked her to hone her fluffy character in the pastry group.

Du Dapeng dared to provoke anyone in Linjiangxuan, except Zhang Chunjiao, Zhang Chunjiao was never used to Du Dapeng.It is said that once Du Dapeng provoked Zhang Chunjiao, Zhang Chunjiao chased him from the kitchen to the front hall with a kitchen knife, and from the front hall to the street, until Mr. Huo went up to pull him back.Zhang Chunjiao became famous in Linjiangxuan during that battle. From then on, not only was Du Dapeng, but even others dared not provoke her.

I seldom go to the front desk, it's not bad to go once a week.

Zhang Li has already started the work ahead.Li Shuang is the floor director on the second floor, Zheng Jiaqi is the floor director on the third floor, and Zhang Li is on the first floor most of the time, responsible for overall work.I have to say that Zhang Li has a good way of managing the front desk. Not long after she came, the front desk has made great progress in terms of service and hygiene. The mental outlook of all the front desk staff has also changed a lot, and they have become lively and energetic.

Manager Guo was transferred to the guest room department. She is very suitable to work in the guest room department. Now the guest room is in charge of her, and the orderly management is much better than before.It seems that what kind of people really do what.

Therefore, as a boss, you must learn these four points: know people, employ people, retain people, and educate people.

The boss must first know how to "know people".

What is "knowing people"?It is to be able to clearly know a person, know how capable this person is, what his character is, what he can do, and what he can do. This is knowing people.Many bosses are recruiting and recruiting talents. After recruiting talents, they can't use the talents to their advantage. This means they don't know people.Obviously, he was recruited from the marketing department, and he had to go to work in the operation department. Not only would he not be able to do well, but he would also be very tired if he did not do well.Take Manager Guo as an example, is he a talent?She is a talent, but not a talent who manages a restaurant. If she is not a talent who manages a restaurant, if you have to ask her to manage a restaurant, then she can only manage the restaurant as nothing.In the end, the boss was not satisfied, and she herself was very tired.

It is very important for a boss to know people. In addition to looking at the personal ability of the recruited person, the key point is to examine the character of the person. If the character is not good, don't use it.When I recruit chefs and managers, I will ask the chefs and managers who come to apply for a question, that is why they left the restaurant where they worked before.I am asking politely, because many chefs and managers did not necessarily leave the restaurant where they worked, and many of them were dismissed by the boss, and some were even expelled.

In an enterprise, if you are a talent, the boss will not easily ask you to leave.Only those who are not enough to eat and do what they can do will be eliminated by the company, because the existence of such people is already a negative asset of the company. If they are not eliminated, who will be eliminated?Of course, there is also a situation, that is, the development of enterprises cannot keep up with the development of talents, and the loss of talents is also normal.As the saying goes, the tree forks and the people divide the family, water flows to the lower places and people go to the higher places, which is also inevitable for the development of society.

When I asked this question, if the candidate chef or manager said that the previous restaurant was bad or the boss was bad, I almost didn’t use such a person, because I didn’t have the ability to make such a People say I am good, they are a body of negative energy. If such a person is used as a manager, he will pass negative energy to the employees all the time. It is no wonder that the enterprise does not die.

In any case, when we left the previous company, we first thought of being grateful to this company, because when we worked in this company, even if the benefits were not good, the boss still paid us a salary.Now that the salary is paid, don’t say that people are not good, even if it is really bad, because that is the company you have worked for, and you are still the manager. The bad company has direct reasons for the manager .When you go to say that your old club is not good in front of your new boss, remember that the new boss is very taboo about this. He does not want to hire someone who is not here one day and goes out to say that he is not good. It is better not to hire someone than to do this.

Nowadays, many chefs and managers say that it is difficult to find a job, and they fail wherever they go for interviews.Let me tell you, it’s because I haven’t opened up my layout. If I open up the layout and put myself in the position of the boss to think about the problem, I guess it will be easier to find a job.

I would like to remind everyone that when you apply for a job, don't think about what kind of person you are and how capable you are, but think about what kind of person the boss wants to find and what kind of ability you need.

If the boss can know people, he must be able to employ people.Employing people is a science. Only when people are used well can the maximum efficiency be brought into play. If people are not used well, it will often backfire and the result will be a mess.There is no secret to employing people, it is a process of slowly realizing.

There is an unwritten standard for employing people, which is closely related to the "knowing people" link.

Those who are capable and talented and dedicated and loyal should be reused; those who are incompetent but can be dedicated and loyal need to be cultivated and used;

Employing people in an enterprise is like a blood transfusion to someone. A wrong blood transfusion will kill a person, and an enterprise will collapse if the wrong blood transfusion occurs.

Only with the right people can we do the right thing, this saying is very correct.

My principle of employing people is that I don’t use those who are not good at my former company and boss;

If people don't even respect their parents, who can entrust the management of the enterprise to such people?

A management guru said that the main factor that determines a person's wealth and career success comes from his mother.It means that if you are filial to your parents, you will achieve great success, but if you are not filial to your parents, you will not achieve much.I don't deny this point, and it is also complementary to China's filial piety culture. Small filial piety governs the family, medium filial piety governs the enterprise, and great filial piety governs the country.

The boss must be able to recognize and employ people, and he must also be able to retain people.Some people ask how to retain people?In fact, don't ask this question, it is better to think about it from another angle, that is, what does this talent need in the enterprise?What does he want from the enterprise?
Some people say it is money, some people say it is things, these are all right, and there is nothing wrong with them.Because anyone who works in an enterprise is rushing to earn money, and they all need to earn money to support their families and maintain their livelihoods.

We might as well analyze it carefully. Everyone comes to the company for two reasons. The first is to get generous salary and benefits in the company, and the second is to get a good room for development.

When we understand these two points, we can find the reason for the phenomenon of resignation even if the salary is raised. It is very simple. He has no development in the enterprise and sees no hope, so he resigns to develop in another enterprise.Through this, it is not difficult to see that sometimes money is not everything, and there are things that it cannot solve.

If an enterprise wants to retain talents, be able to develop in a long-term and stable manner, and achieve a century-old enterprise, it needs to have a good salary system and a healthy promotion channel for talents, both of which are indispensable.How to combine the two well together to form a set of management methods that belong to the enterprise is the most important.

If an enterprise wants to retain talents, it has to work hard on management.On the premise of meeting the basic salary demands of employees, it is also necessary to meet the development demands of employees. When the development demands of employees can be met, it will solve the problem of enterprise development. Only when employees start to develop can enterprises develop rapidly. It is an indisputable fact.

It is not easy to retain talents. The boss must not only have brains, but also have a big picture, and look at problems with a developmental perspective, rather than being limited to small profits and small benefits in front of him.

If an enterprise wants to continue to develop, it also needs to cultivate its own talents.

I often hear some restaurant owners complain that it is difficult to find a qualified manager, or a qualified chef, and some even say that it is difficult to find a qualified waiter.I laugh every time I hear this complaint.I told a boss that there are no so-called qualified personnel who are preparing for their own company, because each company has different standards for "qualification".This waiter was qualified in the last restaurant, not only qualified but also excellent, but she may not be qualified in the next restaurant because the standards are different, she still uses the standards of the previous restaurant to operate, and the next restaurant uses her own staff. Measured by the standards of restaurants, it is naturally unqualified.

The excellent employees of any restaurant are cultivated by themselves.

Only employees trained according to their own standards are the most suitable for their own family.

After we retain people through the two links of identifying and employing people, we need to "educate people".Small trees are repaired, good employees are trained, excellent employees are inspired, and excellent managers are inspired. All of these are inseparable from the word "education".

(End of this chapter)