Standing at thirty, awakening daily settlement panel

Chapter 90 Seven days, supervisor’s training, store manager’s training [Please vote for me! 】

The time has entered the beginning of December.

The next time passed quickly, and seven days passed in the blink of an eye.

Su Youwei and Yang Qin still send Yang Yang to school from Monday to Friday, set up a stall, and then have weekends off.

Occasionally, if it rains, I will also choose to take a rest.

By now, setting up a stall has become a pleasure for them, and they don't care about the money.

Just enjoy this life without constraints and pressure.

Anyway, Yang Qin had fun, and Su Youwei had fun brushing up on his skills.

However, Yang Qin is also slightly depressed, that is, she insists on posting videos of setting up stalls, but there has been no traffic.

Every time it ends up with thousands of views.

In this regard, Yang Qin also gave up struggling and recorded it completely as life.

If there is no traffic, there will be no traffic. Now she occasionally goes back and looks at the previous videos and finds them quite interesting.

The couple lived a small life.

The employees under Su Youwei worked very hard.

The butler serves the store, which is a prosperous atmosphere.

But it also made Su Youwei think of an interesting sentence.

[If I work harder as an employee, the boss’s car and house will be upgraded faster. 】

[As long as I work hard, my boss’ car will be a Land Rover this year, a Tirus next year, a large flat this year, and a large villa next year. 】

Although it is a complaint made by some workers, it is also true.

The main thing is to see whether the boss is evil or not. If the boss is not evil, if it is better for them to beat the workers, then the boss will live a better life, and he will be willing to beat the workers.

No one wants to lose a good job, only the bad ones don't care.

seven days ago.

After Su Youwei ordered a large number of new employees to be recruited and old employees to receive new benefits.

Li Chuanwen immediately followed Su Youwei's instructions and started working non-stop.

As for bringing new benefits, it only took three days to formulate a set of regulations.

After having the implementation standards, Li Chuanwen first showed them to Su Youwei.

Once there are no problems, publish it to the company.

Their onboarding benefits are different from most company benefits.

The benefits of most companies are rewards for bringing in a new person.

However, this kind of reward is not fixed, and it does not say when it will be cashed out, nor does it say how far the newcomer will be brought.

Anyway, there are a lot of pitfalls. Sometimes, if you don’t resist or speak out, it will be difficult to get the benefits of bringing in new people.

But their benefits for bringing new people are very avant-garde and their allure is huge.

[When you bring a new employee, 10% of the new employee’s first month’s order amount will be given to the old employee who brought the new employee, and the company will pay the 10%. 】

Very concise, clear and easy to understand.

This model is more like a superior developing subordinates. As long as the more subordinates are developed, the more benefits it will gain.

After announcing this new benefit, every employee in the store became excited.

Resist bringing in new people?
Too much trouble?
no good?
Now, if anyone has a newbie on hand and doesn’t want to take it, leave it alone and let me do it!
That's what employees at the four stores are thinking now.

But employees soon discovered that there were basically no new people.

All four of their stores have been developing for some time and have stabilized.

Employees are also temporarily saturated.

Where did this newcomer come from?
Some employees got to know Li Chuanwen well and would also communicate with Li Chuanwen in the store.

"Store manager, there are no new employees now, so it's useless to give out new benefits. It's like giving pensions to people over 110 years old. I have to live to be 110 years old." Some employees couldn't laugh or cry.

"Don't worry, now that this announcement has been sent out, will there be any new people for you next? Just don't be annoyed." Li Chuanwen said with a smile.

Next, we need to recruit enough employees for ten stores, not to mention recruiting them all at once.

Even if part of the staff is recruited, one person must bring at least one new employee, and more than two or three is normal.

"Really? Then you'll have to give me a few more newcomers. Store manager, I'm telling you, I'm famous for helping my juniors in school. You'll have no problem finding me when it comes to bringing up newcomers." After Dong Yunxiang found out the information he needed, he immediately joined in, hoping to get some benefits in advance.

The crying child will have milk to drink, and the noisy child will have someone to love him. If he honestly doesn't say a word and waits for arrangements, even if he does, it won't be too much.

Many times if you want more benefits, you have to take the initiative.

"Okay, I'll give you a few more people when the time comes, but if you can't handle them well, then I'll ask you only." Li Chuanwen said seriously.

"No problem. How can I handle these simple tasks? Just let them get used to it." Dong Yunxiang was confident and even eager to try.

After the boy left, Li Chuanwen silently wrote down Dong Yunxiang's name on the supervisor's observation list.

Next, we will recruit a large number of new people, and while letting the old employees lead them, it will also be a good opportunity to observe their abilities.

Supervisors and store managers only bring more people, while old employees bring new people, but they only bring few people.

But from the process of bringing new people, you can see a person's communication skills.

If you have good communication skills, you will definitely be much better at bringing in new people.

As for supervisors and store managers, the first priority is communication skills.

The influx of a large number of new people happened to allow him to observe a group of suitable management.

Not only is he observing, but other management are also observing. As long as there are suitable people, they will be recorded and put on the observation list.

After passing the assessment later, if they are qualified for management, they will be allowed to take up the post directly.

After formulating the benefits for bringing in new employees, Li Chuanwen then started the recruitment plan.

Nowadays, it is not necessary for Zhang Baolin and others to promote the butler service recruitment.

The main thing is that Zhang Baolin and the others have already publicized everything they can.

The benefits and recruitment conditions of butler service have already been spread.

Moreover, the butler service has a special recruitment applet, [Butler Recruitment].

This butler recruitment, Zhang Baolin and the employees in the store have long been promoted in major graduate group chats.

There were many people who wanted to join the butler service before, but there were no places available. Then we asked them to pay attention to the butler recruitment small program.

And tell them that apart from recruitment information, the butler recruitment applet will not push any advertisements if they want to work at the butler service.

It is best not to turn off notifications so that they will be notified immediately when the housekeeping service is hiring.

After this small program was created, it has been in the promotion stage and not many people know about it.

Now after a period of promotion, more than 1 people are following it.

Li Chuanwen believes that using this small program for the first time will definitely bring him a large number of employees.

These employees will also promote the app in the future to let people around them know about it and let more graduates know about it.

You should know that in addition to knowing people in your own school, graduates may also know people in other schools, such as classmates from high school who are scattered around the country.

These are scattered to other places, and students from other schools also come to work here.

Then he instructs employees to promote it to some large groups in their schools.That's basically rapid expansion. As for employees, at least for a short period of time, Li Chuanwen doesn't need to worry too much.

For college students, there are currently two models of housekeeping services. Those who graduate are basically full-time workers, while those who are in school can only work part-time. After all, they cannot sign a formal contract while in school.

After making all preparations, Li Chuanwen also chose to use this mini program to push housekeeping service recruitment information.

The next step is to wait for the interviewer to come.

On the first day after the push was released, interested people started coming for interviews one after another.

In a very short period of time, Butler Service recruited its first batch of new employees, a total of 53 people.

But this is just the beginning.

On the second day, a total of 123 people came to the four stores.

On the third day, the number of interviews reached its peak, number 185!

Subsequently, it began to decline. On the fourth day, the number of interviews was at 97.

This is not bad. In four days, more than 400 people were recruited.

Those who come to them for interviews are basically confident and have learned some things in school, so they can basically pass the interview.

They only provide the simplest basic services, so the interview is naturally not difficult.

The influx of more than 400 new people has made management more difficult.

In order to avoid chaos, Li Chuanwen made a prompt decision and ended the first batch of recruitment.

After these more than 400 people have been trained, the next round of recruitment will begin.

In order to meet the opening and operation of ten new stores, the number of people recruited must be at least 800 to 1000.

This is just the most basic operation. If you want to fully operate normally in the future, you will have to do the same number of part-time jobs.

A store needs at least about 200 people, or even more.

To be specific, it still depends on the number of orders within the area covered by the store.

As far as the current situation of butler services is concerned, it is okay to have a slightly larger number of employees, but not less.

This is about subsequent expansion.

According to Li Chuanwen's current understanding of Su Youwei, when this round of expansion stabilizes, there will definitely be a new round of expansion after the year.

Although this is just his own speculation at the moment, he has not received any information from Su Youwei.

But he felt that Su Youwei would always do this.

At the same time, after the past seven days, the revenue of the four stores has now stabilized.

Whether it is an urban village or a community, customers have almost tapped into it, and there will be a period of calm.

For one store, the discount revenue is around [-] yuan, and the real revenue is around [-] yuan.

The second store, the third store, and the fourth store all have discount revenue of about [-] yuan. The second store is slightly higher, with real revenue of about [-] yuan.

At present, these four stores have been completely stabilized and share the world equally with the beautiful moments in the same area.

Butler service, beautiful moments, although the service contents of the two companies are similar, there are still some differences in details.

In good times, there are more middle-aged people, so they still have a relatively large advantage in housekeeping, basically accounting for 80% of the housekeeping share.

Butler services are more popular among young people, so companionship and tutoring still account for a larger share of orders.

In addition to accompanying children and tutoring, when it comes to home cooking, butler service still has the advantage, but not much.

It can be said that the two companies are currently engaged in a money-burning war. Su Youwei doesn't care, the Yellow Knight can also spend money.

But it’s not necessarily about who lasts longer.

After the past seven days, with the influx of a large number of new employees, a large number of old employees were in the process of bringing in new employees.

There are also a group of people who are attracted by Li Chuanwen. They all have good communication skills and perform relatively well when bringing up new people.

After these people showed excellent communication skills, Li Chuanwen put these people on the supervisor's training list.

After the newcomers were almost trained, Li Chuanwen asked the store manager below to communicate and talk with those on the supervisor's training list.

Communicate the meaning of housekeeping service to these employees.

Although the housekeeping service wants to promote these people to supervisors, it still needs to follow the opinions of these people.

So we also convened for a conversation, and it was up to the employees to decide whether they were willing or not.

There were 36 people in total, exceeding the established goal of 30 supervisors.

However, it is only in the training stage and has not yet been completely finalized. There are 36 people. If some people fail to pass the assessment, there will be no shortage of people.

Even if they all pass the assessment, it is okay to have so many talent reserves.

After having a conversation with 36 people, these 36 people naturally agreed readily and all were willing to receive promotion training.

Opportunities are placed in front of them, and these people have essentially been screened and have the potential to do management. Generally speaking, such people will definitely seize the opportunity.

In this way, after some communication, these people were proposed for management training and systematic learning by management.

I will no longer take orders and complete order tasks.

As for whether there will be any impact if they don't work?
Now the four stores are lacking everything except people.

By deploying 36 people, someone will immediately take over, which also reduces the waste of manpower.

After completing this arrangement, Li Chuanwen also stepped up his efforts to train store managers.

This one is easy to talk about.

The twelve supervisors promoted previously were all good candidates, but two were destined to fail.

In addition to Zhang Baolin and Lin Wanhao walking, Li Chuanwen will let them compete fairly with the other ten people.

Another thing to mention is that Li Chuanwen is currently the general store manager and has the right to manage four stores, including more new stores later. He has management rights.

The manager of the first store is his previous supervisor, Niu Daqiang.

After these 36 people started supervisor training, Li Chuanwen also started store manager training for the previous twelve supervisors.

Temporarily appointed deputy store manager position, learning overall store management, employees, management, order processing, personnel arrangements.
Store managers naturally need to learn more management content.

With the successive big moves, the entire butler service can be said to be in full swing.

No matter which level, everything is running at full capacity.

At the same time, Li Chuanwen also found Zhang Baolin for a conversation.

"Paulin, remember when you first came here, I told you that I would let you be the store manager if I had the chance."

"Yes, the general store manager. At that time, I thought the general store manager was drawing cakes for me."

Zhang Baolin scratched his head and said with a smile. He used to call Li Chuanwen boss, so that was no problem.

However, as the company develops, Li Chuanwen also has some considerations.

His identity has become the general store manager, and others can just call him the general store manager.

There can only be one boss, boss, and butler service.

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(End of this chapter)