The story of a cook

Chapter 378 Tidy up
I was closed at home for three days, and I was sorting out the recipes every day.

After reading the book a hundred times, the meaning will emerge.

It's not easy to learn from the past to learn the new, and to learn from time to time.

The words of the ancients do not deceive me.

When sorting out the recipes, I seemed to have re-done each dish. I found that there were many areas that could be improved, and I recorded them one by one, and repeated drills in my mind. I feel that my knowledge of the dishes has improved. .

This time, the operation process of the finished recipes has become concise and smooth, and the standards are more rigorous.At the same time, I referred to the five constant management method introduced in the oriental cuisine that my fourth brother lent me, and found that the five constant management method is also suitable for dishes, but the dishes are dead and people are alive.

The dishes are not static. With the development of the times, people's tastes and dining needs will change, and the dishes will also change accordingly. We must follow the trend.

In the 90s, people went to restaurants to eat as long as the dishes were “fragrant”. At that time, people didn’t have much oil in their stomachs, so they ate meat when they went to restaurants. Dishes such as pork knuckles, pig’s trotters, braised pork, braised pork, pork ribs, and stewed beef sold well. , because people don’t go to restaurants often, the last time the restaurant said it had to eat something good, something that they couldn’t eat at home.At that time, chefs paid attention to bright oil, bright sauce, and juicy dishes.After [-], people's living standards have improved, and there is oily water in their stomachs. They don't like big fish and meat, and start to eat some lighter dishes. At this time, chefs pay attention to cooking with less oil, less salt and less sugar. , as before, customers don't like it anymore.

Chefs need to keep up with the pace of the times.

The form, style, and taste of dishes are constantly changing, but the basic techniques of making dishes remain the same. If it is stir-fried, it is stir-fried;The basic cooking techniques remain the same, the process and standards cannot be changed, not only cannot be changed but will be more rigorous, this is development.

While arranging the recipes, the management of the kitchen has gradually become clear.

Kitchen management is divided into three parts.The first is the management of people; the second is the management of dishes; the third is hygiene management.As long as these three major areas are well managed, there will be almost no problems in the kitchen.These three parts are complementary to each other, and one cannot be managed independently, and these three parts need to be managed together.

The most difficult thing to manage is people. Dishes and sanitation are all done by people. This requires the establishment of rules and regulations and process standards.The rules and regulations ensure that the work can be carried out smoothly, and the process standards make the work in place and get the results.

The process dominates the world, and the standard determines the country.

Management is a science, which needs to accumulate experience in continuous practice and constantly improve.Through the kitchen management of Heyuxuan, Laohan Villa, and Linjiangxuan, I gradually figured out some ways of management, and it is no longer like headless chickens bumping into each other at the beginning.

The worst thing to manage in the world is people.

If you manage for the sake of management, you may not be able to manage people well in your life, and you will not be able to manage.

Real management is nothing more than communication. Lao Tzu’s “governance by doing nothing” does not mean governance through inaction, but management without doing what you do. People must be selfless and altruistic in order to manage well.Any kind of management is for the good of employees, not for oneself. It is selfish to be good for oneself, and great love to be good for others.

We can't achieve great love, we always think about ourselves, if we don't think about ourselves, it's fine.

This is the same as how to define a good person. A person who has no time to do bad things is a good person.A management that does not always think of itself should be good management.

The mistake that many managers often make is to show the boss. What is the boss looking at?What the boss looks at is the result. A good result is a result, a benefit, and a development, and a bad result is a loss.If it's just to show the boss that it's not manageable.Only when we let go of ourselves and achieve selfless altruism will there be a team, will there be support from the people, and will there be benefits.

This is the management of people.

Before managing people, the first thing to consider is what do employees want to get when they come to the company?What do employees want?This is a good answer. When I apply for a job in a company, I guarantee that I don’t go there with the goal of being laid off or being fired. I definitely go there with the goal of getting a stable job.

What is a stable job?It is a stable job for a migrant worker to be able to pay monthly, get the money he has earned hard-earned, and be able to work for a long time.

Enterprises need a stable employee, and employees need a stable job, which complement each other.What a manager needs to do is to make employees stable and able to work for a long time.It can be seen from this that the first thing managers need to do is not for themselves, but for employees.What do you do for your employees?What we do is to stabilize the employees, stabilize the hearts of the employees, and make them feel that this enterprise is a long-term developing enterprise with a momentum of development, and it can continue to operate here for a long time.

People who come out to work, especially those who work in restaurants, are not well-educated and have not received higher education, so don't talk about big reasons.Restaurant workers prefer to hear how to work, how to get paid, and how to be a good person.Managers need to do these things, tell employees how to work, what is right, what is wrong, what should be done, what should not be done.Don't belittle employees by always thinking about yourself, saying how stupid they are, how they are disobedient, how can't work, etc.If employees can reach the level of managers, what do managers need to do?
We first meet the first demands of our employees, and pay monthly, so that everyone can get the money to support their families.

What else do employees want when they come to the company?In addition to getting your own salary, you also want to get generous benefits and long-term development.This is the second appeal of employees.

After an employee comes to a restaurant, he just gets nothing but his own salary every month. It's okay at the beginning, but he won't do it after a long time.Society is developing, and people are also developing. They are all moving forward, and he can't move forward with you.The most direct is the salary issue.When he first came here, he earned 1000 yuan a month. After working for one year, he wanted to earn 500 yuan. Thousands of places.

Take the cutting boards in the kitchen as an example. The new cutting boards are not familiar with the preparation of restaurant dishes and the operating procedures of the kitchen. At this time, the old cutting boards are required to be brought along, and the masters are there to teach them, and the new cutting boards are brought out. Now, the new chopping board has become the old chopping board. I am familiar with the preparation of dishes and the operation process of the kitchen. I know what standards each job must meet. There is a cost to be paid, although the cost is invisible It is intangible, but it is also a cost, an intangible cost.

The cost of a new employee is [-] times that of an old employee.There is no doubt about this, especially in the restaurant industry, it is true.The restaurant trains a new employee into a mature employee. When the employee matures, he thinks about whether the salary should be raised. If the salary does not increase, he will not work here. This is a normal thing.If he can't learn and grow from you, what is he doing here?It would be better to do it in the original restaurant.

As a restaurant, we need to understand a truth. A qualified old employee, or a mature employee who can skillfully operate his own job, is the employee we need most, which means that this is the employee that our restaurant needs to train. The restaurant only has Having such mature employees is the most profitable time and the time when we can continue to develop.Such employees are what we need and what we should cultivate.Conversely, employees are also needed, because he has learned and exercised here, which will become his own capital.

At any time, employees and enterprises are mutually beneficial and win-win. Employees rely on enterprises to survive, and enterprises rely on employees to develop.

So what the manager needs to do is to retain the mature employee, meet his needs, make him the person the company needs, and then make the company develop further.

Many bosses and managers think that the restaurant has cultivated you, so you should be loyal to the restaurant, and you should work in the restaurant even if you are not given a salary increase. If you go to other places, you will not pay attention to it, and you will not be authentic.

When you can't meet the needs of employees, why should you let them be loyal to you?
We all know that the loss of an old employee and a new employee is far greater than that of retaining an old employee, but we often choose to recruit new employees.Old employees leave when they want to leave, never stop them, don’t ask why they want to leave, don’t study why they want to leave, just leave when they leave, Chinese people have plenty, they come when you leave, she comes when he leaves, China has everything Lack means there is no shortage of people.But what happens when new employees arrive?Take the kitchen cutting board as an example. A new cutting board is not familiar with the preparation of the dishes. It is easy to fail to serve the dishes at the end of the meal and cause the dishes to be returned. Returning a dish does not cost much money. I think it is nothing, but the deeper level is that the customers are not satisfied. , What about the dissatisfaction of the guests?If you don't come to eat tomorrow, you will be fine.

It's not that the guests are being hypocritical. Anyone who goes to a restaurant to eat wants to have a good time, and no one is rushing to hold their breath.

All of our work is aimed at customer satisfaction, and this customer dissatisfaction is purely man-made.

It is an indisputable fact that employees in the catering industry are highly mobile.

How to reduce the mobility of employees is the key to solving the problem.

Working in Linjiangxuan, the biggest experience I have given me is the role of veteran employees.The old employees have a temper and are very difficult to manage, but at critical moments, the old employees can still rush forward to stand up.Take the National Day holiday, New Year's Day and Spring Festival in Linjiangxuan as an example. The reason why all the reception tasks can be completed well is that all the old employees played a major role in it.When they are busy, the old employees don’t have a single complaint, and they automatically go to get off work in the morning and leave work late. In their eyes, this is a normal thing. They don’t need to be talked about. Put work first.

Why?They are old employees who have worked in the hotel for five or six years, some for more than ten years. They have feelings for the hotel and regard the hotel as their home.

Can I stand by and watch when there is something at home?

This is the main reason why Linjiangxuan can develop to today.

We all know the importance of old employees, but how to retain old employees?

To retain employees, you need to know why employees are leaving.

Do employees want to leave?Or are employees willing to leave?
The answer is no, employees don't want to leave, and don't like to leave.

Not to mention the employees, just say that I myself do not want to leave.What does resignation mean?It means losing your job, losing your source of income, and losing money to support your family.Why do you come out to work? Isn't it just to make money?

Having said that, when employees go to a company, they not only want to get their own remuneration, but also want to get generous benefits and development.

Can we improve employee benefits?
of course can.

The first step in retaining employees and improving employee benefits.This cost is far less than the cost of always hiring new employees.Improve the living environment of employees, and make the dormitories feel like home. Employees live comfortably and have a happy life, so they are unwilling to leave.

Many times when employees go out to compare themselves with other hotel employees, it is not how much they earn, but the environment they live in. When they live in a better environment than others, they will have a great sense of superiority and pride, because of this The sense of superiority and pride will add up when you want to leave your job. Can you have such a good dormitory in other hotels?Can you be so comfortable?Is there a washing machine for laundry?Can I take a hot shower when I get back?There is nothing in that restaurant, let’s pull it down, or not go.How good it is here, there is a washing machine for washing clothes, you can take a hot shower when you come back from get off work, and you have three days of paid rest a month. The salary is about the same, so why not work here.

In addition, the main reason why employees leave recklessly is that there is no cost of leaving.If you are wronged, you can leave the job if you don’t want to do it. There is no cost when you leave the job, you get the salary and leave, and you leave happily.

Can we increase the cost of resignation for an employee when he resigns, so that he will have concerns when he leaves?This turnover cost does not involve the basic salary of the employee, and the salary of the employee cannot be used to make a fuss, it is not a human thing.

For example, we grade an employee’s work performance from the first day he joins the company. The daily scores are recorded and counted at the end of the month. Rewards are given when a certain score is reached.For example, we reward employees with 280 yuan when their points reach 50 points in three months. When they accumulate 100 points in six months, we give employees a paid vacation for three consecutive days. Employees get a salary increase of [-] yuan.After accumulating [-] points, the employee has worked in the hotel for a year. At this time, he is already a mature old employee. We rate the employee as a one-star employee and give the employee how much filial piety funds each month. This money is not for Employees, but directly call the employee’s parent’s account. With the higher the star rating, the higher the filial piety fund and the higher the salary. Now, my parents won’t be able to receive this money at home, and my own salary will be gone. If I go to work elsewhere, I can only get a basic salary every month. It’s not worth it.

This is the cost of employee turnover.

Is it okay to do this?
Sure.

But how to rate employees?Who will judge?What are the criteria for scoring?
The first thing to do is to make the scoring standard.

How to meet this standard?
(End of this chapter)