Why is it so difficult to keep people in the catering industry?

Eight waiters left four. Why is it so difficult to leave people in restaurants?

Original text:? Meng Xiao? Red meal joining is preferred? April 18

The difficulty in recruiting people has always been listed as one of the biggest headaches in the catering industry, but in Meng Xiao's view, this is only the appearance, and the reason behind it is the most worth pondering. In the final analysis, the ultimate source of recruiting people is that they can't keep people.

The difficulty of retaining people is a common problem in the catering industry.

Mr. Yu in Wuhan is a frequent visitor to a noodle restaurant. After the Spring Festival, he visited the store again and found that the owner of the store actually called the employees in the store "brother", "sister-in-law" and "aunt". Mr. Yu was very curious and asked the boss casually.

Originally, a noodle restaurant needed eight people. Three chefs in the kitchen agreed to continue working years ago, and four people were needed in the front hall to add handyman. Even if one or two people don't come after the year, they can only barely support. Unexpectedly, none of the four people came back after the year. The boss went to the labor market with a high salary and didn't recruit anyone for a week.

So, the boss had to ask family and friends for help, and then asked them to come and help for a while.

Coincidentally, another old shop that has been open for almost 20 years is rarely as bad as this year. "There were originally 267 people, and seven people left after the Spring Festival." The boss had to find two brothers and his wife to go to the store for emergency treatment. Besides greeting guests, he has to spend time washing dishes.

Restaurants can't keep people, which leads to frequent recruitment, especially after the Spring Festival every year. With a large number of old employees unable to stay and new employees unable to recruit, labor shortage naturally appears. Not only small restaurants, but also many well-known chain brands will face this problem.

Wang Yong, the founder of Chongqing, which already has 45 stores, said in an interview: "If you want to open a store quickly, talent reserve is a big problem." In order to recruit suitable talents, Chongqing has changed its personnel director twice.

Similarly, the road, which enjoys a high reputation in South China, has also encountered this problem. Hua Ming, its founder, once told Meng Xiao that recruiting people is also a problem they want to solve.

Why can't you keep people?

In order to cope with the labor shortage, many catering bosses have come up with various countermeasures and tricks, used various relationships to recruit people, and even spent a lot of money to dig people on various recruitment websites. ...

This may be attractive, but it won't be long before these recruited employees quit and have to recruit again. Time and again, restaurants are always in a state of lack of people, and they can never recruit people. These restaurant owners actually put the cart before the horse.

Instead of thinking hard about how to recruit people, ask yourself: Why can't you keep people? In fact, as long as you think about this problem clearly, you don't have to worry about the problem anymore.

To find out why people can't stay, we must first start with why employees quit.

1. Internal communication is not smooth and employees are wronged.

As the service industry itself, it will bear a lot of grievances in the face of customers. In addition, employees may be subject to strict requirements from their superiors. It is even more unbearable for young employees to meet a bad-tempered superior. So in a rage, he immediately resigned and left.

2. Poor restaurant welfare

As a waiter in a restaurant, it goes without saying that you have to serve tea and water every day. If you ignore it, sometimes you may be complained by customers. If the restaurant can't provide satisfactory salary, it is difficult for employees to stay willingly. After all, even if you are now an assembly line worker in a factory, your monthly salary is not low. Who would want to suffer all the time in the front line of catering and still hold such a low salary?

In addition, the lack of accommodation and holidays is also one of the manifestations of poor treatment. Especially in first-and second-tier cities, the cost of living is so high that employees need to rent their own houses and solve their own food problems. It is conceivable that it is difficult to retain people.

3. Employees have no sense of belonging

Our society does not have a high sense of identity with waiters. If the restaurant can't provide employees with enough sense of belonging, it is common for employees to leave their jobs.

After the working hours and workload are too much for employees, employees are no longer willing to work overtime, because there is no strict system to ensure that employees will be given overtime pay and compensatory time off. Or there is no mature training and planning mechanism for employees' future development, and employees don't know what kind of income and future they may struggle for. This will not arouse the enthusiasm of employees.

After figuring out why employees leave their jobs, restaurants can prescribe the right medicine, treat existing employees well and let them work for a long time. Why is the restaurant short of people?

It is not difficult to prescribe the right medicine to keep people.

1. Benefits should not be less.

Employees' wages, room and board, overtime allowance or vacation should never be omitted. Being a waiter when the benefits are good will improve the enthusiasm of employees.

Some catering bosses have done very well in this respect. Wu Rongkai, the boss of Foshan Wang Ge Fishing Village, has always attached great importance to employee accommodation. For more than 20 years, the food in the staff canteen has always been varied and full of weight. The staff dormitory is close to the restaurant and the accommodation conditions are very good, so the turnover rate is particularly low.

Heshi Barbecue gives red envelopes to old employees who have been employed for 3 years 10 years, and also gives housing subsidies to outstanding employees, so that their return rate during the Spring Festival is almost over 98%.

2. Care can't be forgotten

This concern includes many aspects, on the one hand, we should give employees enough respect and trust, on the other hand, we should also shape a humanized corporate culture.

Catering service is an industry that directly deals with customers. It is inevitable to be scolded and suffer indignities. You can't let employees stand at the forefront and blame them whenever there is a problem, so no matter how loyal employees are, they won't last long.

Wang Ge has done a good job in this respect. For employees who are sick, they will arrange someone to accompany them, carefully prepare patients' meals and send them to the ward. Therefore, many employees have worked in Wang Ge for more than 20 years.

3. Incentives must be

Let employees see hope to be motivated. This hope is not to draw a pie, but to give real encouragement. For example, give outstanding employees a certain performance bonus or be promoted to management.

Only in this way can employees be willing to follow you to the front, even if it is a little hard for a while, at least there is a beginning.

Write it at the end

In the final analysis, the restaurant's own mechanism is not perfect enough to give employees what they want. As long as you think clearly about this link and then improve it, I believe it will not be used again.