Incentive measures for employees in Haidilao

Incentive measures for employees in Haidilao

Introduction: Why should we create a fair and just working environment? An employee who works in Haidilao should be promoted if he performs well, which is the embodiment of fairness and justice. The following are the employee incentive measures I brought to you in Haidilao, hoping to help you.

For example, so far, the gap between rural areas and cities is still very large. "A rural child is as diligent, kind and upright as a Beijing child, but because of different origins, one is in Beijing and his father is a professor; In a village in Jianyang, Sichuan, my father is a farmer. If they make the same efforts, the trajectory of Beijing children's life is like this: first, key primary schools, then Peking University or Tsinghua, then returnees, or an excellent civil servant, or they made many good friends during their stay at Peking University. His life is rich and colorful. However, it is very likely that rural children have paid 20% more efforts than him, but waiting for this child's fate is to work in Haidilao, which is doomed, because a county can't be admitted to a Peking University student in one year. "

In this case, it is very important for Haidilao to treat everyone equally. "So, it may be related to adhering to this concept. Haidilao's job is very simple. Those with a college education are the same as those from the countryside. If they have the same premise, honesty, diligence and kindness, they are considered to have the same starting point. " Many college students apply for jobs in Haidilao, expecting to be managers or administrators as soon as they enter the company, but this is not allowed in Haidilao, and they should start from the grassroots. Then, how did Haidilao employees grow up at the same starting line?

First, a good promotion channel.

Haidilao designs the career development path for employees of this enterprise, and clearly shows the development path and treatment to employees. "The existing managers in Haidilao start from the most basic positions such as waiters and vegetable delivery staff. The company will provide every employee with a fair and just development space. If you are honest and diligent and believe that you can change your destiny with your own hands, then Haidilao will definitely achieve your future! " Every employee will be informed of this before joining the company.

In Haidilao, there are only two positions with special requirements for academic qualifications. The technical director and the office director are merged into one person; The chief financial officer and the chairman of logistics are merged into one person. These two positions are recruited from outside, requiring academic qualifications and professional management level. All other cadres, including the manager in Beijing and the manager in Xi 'an, each have to manage nearly 2,000 employees. However, who would have thought that they are all trained from the most basic waiters, and they all have no high academic qualifications, but they all have the same quality, that is, diligence, honesty and kindness.

In addition to pre-job training, no additional training will be conducted during work. All problems will be solved at the regular meeting, and employees' creativity, questions and difficulties in their work will be raised at the regular meeting for discussion and exchange, so that everyone can make progress together. On the basis of having basic qualities, make progress with * * * *, and whoever has the ability to improve quickly and show it will have a chance to be promoted.

Second, the unique assessment system.

Haidilao is very strict in assessing cadres. On the wall of Zhang Yong's office, there is an appraisal form for cadres above the store manager. The assessment is divided into several items, including innovation, employee enthusiasm, customer satisfaction and reserve cadre training, and each item must meet the prescribed standards. "The appearance of our excellent store manager is not directly proportional to the fate of the store he manages. The selection of excellent store managers depends not on how much money he earns, but on the enthusiasm of employees, customer satisfaction and the cultivation of reserve cadres. Even if he earns a lot of money, his profit is always the highest in the company, and he is likely to be dismissed because of these loopholes. For example, the manager of Peony Garden was dismissed not long ago, and his performance in our company is also very good, but the enthusiasm of employees and customer satisfaction are not up to standard. "

Haidilao has its own standards to measure these difficult assessment contents. For example, "employee enthusiasm", the headquarters will inspect each branch from time to time to see whether the employees' attention is focused on the guests, the enthusiasm of work and the efficiency of service. If the employee fails to meet the requirements, the manager should bear the responsibility. "How do you usually ask? How did you drive it? " Once you can forgive, you can give an opportunity to send someone to check in a few days, whether the service of employees is fast, accurate and enthusiastic, whether the customer's requirements can be fulfilled immediately, and whether it is fast, accurate and generous.

The managers of Haidilao have great rights. The headquarters will take out a part of the profits every month as bonuses for each store, and all these bonuses will be paid by the manager. He must thoroughly examine the performance of his subordinates. If everyone fails to meet the requirements, he can divide it, but he can't give it to himself. At present, Haidilao has 17 direct sales branches, which are distributed in Xi 'an, Beijing, Zhengzhou and Shanghai. With so many branches, the delivery results are reported by each store. How to ensure that every manager can truly be fair and just? Zhang Yong told reporters, "There is the possibility of injustice, but it should not be too obvious. All his actions must be accepted by the vast majority of employees. If everyone can't accept it, his leadership and influence will decline and his performance will also decline. " Moreover, Haidilao has a * * information source supervision system, and each branch will select two ordinary employees as information sources to report some problems in our store management to the headquarters in writing, which must be available every month. After reading it, Zhang Yong will hand it over to the Ministry of Supervision for filing and verification. If the problems reflected are confirmed to be true, they will be handed over to the department heads for handling.

Respect and care to create a harmonious family.

The management of Haidilao was promoted from the bottom. They all have personal experience and understand the psychological needs of their subordinates. In this way, they can care about their subordinates from the heart, give support and help to employees in their work and life, and get recognition from employees. For example, Zhang Yong said with a smile, "If the general manager in Beijing were replaced by a doctor who came back from the United States, I believe it would be a mess within six months. Employees don't recognize you, no matter how good you speak, no matter how good your ideas are, there is nothing you can do if employees don't unite with you and don't listen to you! "

Haidilao's employees are mostly from rural areas, and the demand is very simple. Sometimes the management smiles at him, gives him a foreman and gives him a chance, and he is satisfied.

In Haidilao, respect and goodwill for employees will always be the first priority. Since July 2003, Haidilao has implemented the "Employee Reward Plan" to distribute shares to outstanding employees, taking Andong Fifth Road Store in Xi as the first pilot branch, and stipulating that employees above grade one enjoy dividends with a net interest rate of 3.5%. In March, 2005, the second phase of "Employee Reward Plan" was launched, with Zhengzhou No.3 Store as the employee reward store, and shares were distributed to outstanding employees. With the unanimous consent of all directors of the company's board of directors, every third branch opened by the company was regarded as the employee reward plan store.

The managers and employees of Haidilao live in a unified staff dormitory, and it is stipulated that all employees must rent two or three bedrooms in a regular community or apartment, not the basement. All rooms are equipped with air conditioning, TV and computer. Dormitories are managed and cleaned by specialized personnel, and employees' work clothes and quilts are also cleaned uniformly. If an employee is ill, the dormitory administrator will accompany him to see a doctor and take care of his diet and daily life.

In addition to the basic salary, all positions in Haidilao have floating salary and bonus as an encouragement to employees' good work performance. At the same time, considering the family life of most employees, the company has formulated many detailed treatments: if employees who have worked in Haidilao for one year are rated as advanced individuals for three or three times in a row, their parents can visit their relatives once, and the round-trip air ticket company will reimburse them all, their children will have three days' escort leave, and their parents will enjoy a meal in the store; Employees who have worked for more than one year can enjoy marriage leave and treatment; Employees who have worked for more than 3 months can enjoy funeral leave and subsidies if their parents die; Workers who have worked for more than 3 years can enjoy maternity leave and subsidies; If the husband and wife work in the same area, as long as one of them has worked for half a year, they can enjoy the monthly 60 yuan subsidy when renting a house outside, and the married store manager can enjoy the housing subsidy within 400 yuan; Can the store manager who lives with children under 3 years old also enjoy the monthly 300 yuan allowance?

Haidilao still has many "ideas" on the issue of respecting and treating employees well. For example, bonuses for advanced employees are paid directly to his parents. Zhang Yong said, "This is not just a problem for 400 yuan. 400 yuan may be very important to the countryside, but more importantly, his parents have honor.

Many employees of Haidilao are relatives, which is forbidden in many enterprises. However, Zhang Yong believes that "it is precisely because employees have gained respect and recognition in Haidilao, and he also recognized the working environment and harmonious atmosphere here that he introduced relatives and friends."

Regarding the husband and wife life and children's education of employees, many enterprises stipulate that waiters can't fall in love with chefs, and the spouses of senior managers can't be in the same area and city with them. "This kind of regulation is very inhuman. On the contrary, we will try to hang them together and let them work and live together. The company will subsidize them, encourage them to live together, and take care of and educate them with their children. " Not only that, the company will also help Haidilao managers and above to contact their children for admission and pay the sponsorship fee for admission.

In order to stimulate and motivate employees' work enthusiasm and cultivate their professionalism, Haidilao attaches great importance to employees' amateur cultural life.

All branches and divisions of Haidilao often carry out appraisal activities to select advanced individuals, outstanding pacesetters, model workers and meritorious employees? Friendship competitions are often held between stores: basketball competitions, mutton cutting competitions and various skill competitions? The company encourages employees to actively participate and give appropriate rewards; The company founded Haidilao newspaper, which includes business management knowledge, career growth story, philosophy story, food culture, health knowledge and so on. More and more employees actively contribute articles, some of which can be called masterpieces: realizing dreams, setting an example, and sharing weal and woe; The employees spontaneously created the song of Haidilao: "Sing a song together, * * * create a better tomorrow; With the same dream, always strive for strength. Heart to heart, tide over the difficulties together; Hand in hand, fight side by side in minutes. Create brilliance, have dreams, repay kindness, and create the future with both hands? "

In such a harmonious culture and working atmosphere, the enthusiasm of employees is increasing day by day, and many suggestions, including work and entertainment, will be adopted by the company as long as they are reasonable. Zhang Yong said with a smile: "Haidilao's creative service is very famous in the industry and among customers. In fact, most of them were put forward by employees. Our employees are very talented! "

Employees help Haidilao realize its great ideal.

Talking about the future development, Zhang Yong told reporters that although Haidilao has 17 branches and more than 10 franchisees, it is not enough to open in several big cities. The third goal of Haidilao is to open to the whole country and then enter overseas. To this end, he inspected the catering markets in several foreign regions. At the same time, Haidilao also has specialized food processing and distribution, warehousing and engineering departments, which must also grow and develop at the same time.

To achieve this goal, Haidilao needs a large number of management talents, foreign language talents and professional and technical talents. At present, on the one hand, Haidilao has intensified its internal training, and selected the first batch of employees for English training, management training and technical training respectively. On the other hand, it also began to pay attention to the recruitment and attraction of college students. Because Haidilao's employees have to start from the grassroots level, they have never attracted college students. However, with the expansion of Haidilao's reputation in the past two years, some college students have gradually entered. Zhang Yong said frankly that Haidilao provided all employees with fair development opportunities. At the same starting point, college students are definitely better than rural children in understanding and have advantages in comprehensive quality. With these advantages, as long as he is diligent and honest, Haidilao has great room for development, and their participation can promote the overall quality of the staff. "We hope that there will be more and more high-quality employees, because while Haidilao helps employees change their destiny, employees are also helping Haidilao realize its lofty ideals!"

Organization chart:

First, strengthen the vocational training of employees.

For new employees, because they don't know much about the culture and all aspects of the enterprise, it is necessary to strengthen the induction training of employees. The training contents mainly include: corporate culture, basic professional skills, teamwork ability, professional ethics of service personnel, basic public relations awareness, etc. At the same time, it is necessary to strengthen the management and control in training, and do a good job of training feedback information in time. Establish and improve employee file information.

Second, the family management of employees

The service industry has a high turnover rate because of its strong employee mobility. This may also be one of the reasons for the poor management of your restaurant. The so-called family management is to really take care of employees as part of the enterprise. Due to the strong mobility of the service industry. Most enterprises are unwilling to provide them with effective safeguard measures to reduce their costs. It is necessary to manage employees as relatives, provide them with good protection and comfort their hearts, which can not only enhance the cohesion of employees, but also increase the income of enterprises. For example, the family management of Double Star Group.

Third, improve the security system and incentive system of enterprises.

1 Improve the employee security system.

Establishing and perfecting the employee security system can not only reduce the turnover rate of employees, but also motivate employees. Such as paying necessary unemployment or medical insurance for employees.

2 improve the incentive system

Effective incentives can enable employees to better plan for the enterprise. The main incentives mainly include promotion, bonus, welfare and training.

Promotion channels for employees

1 management line: new employee? Qualified employees? 1 employee? Excellent employees? Head waiter? Lobby manager? Store manager

2. technical line: new employees? Qualified employees? 1 employee? Advanced employees? Model employee

3. Logistics line: new employees? Qualified employees? 1 employee? Advanced employees? Office worker or cashier? Accounting, purchasing, technology department, development department, etc.

4. Pay attention to employee training

Three. Management and service of Haidilao

1 Let the waiting be full of happiness. Generally speaking, queuing for dinner is extremely boring and annoying for everyone; Second, the traditional waiting is just sitting in a chair in a restaurant, and it is best to provide a glass of water or a watermelon. On the other hand, Haidilao does the opposite. When you are waiting in the waiting area of Haidilao, the enthusiastic service staff will immediately bring you various snacks such as watermelon, orange, apple, peanut, fried shrimp slices, and drinks such as soybean milk, lemonade and mint water (all provided free of charge). Besides, you can play chess and surf the Internet for free. What is even more surprising is that women can enjoy manicure and men can enjoy shoeshine for free. Queuing has also become one of the characteristics and signs of Haidilao.

Every link is permeated with the light of service. Every link of the whole process of Haidilao, such as parking berth, waiting, ordering food, going to the toilet halfway, checking out and leaving, embodies the importance of service and the investment in service personnel training everywhere.

3 the popular ordering service is omitted. If the guest orders more than the edible amount, the waiter will remind the guest in time. Imagine that such a kind reminder will form a warm current in our hearts; In addition, the waiter will take the initiative to remind diners that we can order half of all kinds of ingredients, so that we can enjoy twice as many dishes as usual at the same price.

Dinner service in time. When dining, the waiter will take the initiative to exchange towels for the guests, and the number of times must be more than twice; Women with long hair will be equipped with rubber bands and small hairpins to clamp the bangs in front; Provide friends with small plastic bags of mobile phones to prevent water from entering, and friends wearing glasses can also send mirror cleaning cloth for free when necessary; Of course, it is also a beautiful landscape to provide an apron for every diner.

5 act as a temporary nanny for children. It is often a dilemma for parents to take their children to restaurants. Sometimes naughty children will spoil the dining atmosphere and make the originally delicious food suddenly dull. To this end, Haidilao first created a children's world, where children can enjoy themselves and temporarily let their parents devote themselves to tasting delicious food; Second, the waiter can take the children to play for a while for free, and can also help feed the children so that parents can eat with peace of mind.

Six-star toilet service. The toilet in Haidilao is not only clean and tidy, but also equipped with full-time staff to hand over paper towels after washing hands for customers to dry their wet hands.

Give a little favor from time to time. In a normal restaurant, a fruit bowl will be sent after dinner, but in Haidilao, if you ask the waiter for another fruit bowl, they will smile and say no problem, and then take it out of the freezer for you immediately.

Fourth, establish a competitive salary system

The so-called salary management refers to the process of determining the total salary, salary structure and salary form for all employees' services. At the same time, according to the principle of fixed salary by post, post salary, skill salary, seniority salary and performance salary are set. At the same time, the salary paid to employees should be stimulating and a healthy competition mechanism should be established. Wages for different posts should be treated differently. For example, the salary mechanism and composition of Haidilao Company are based on them. Employee development path? Ordinary employees who exceed .. can get a raise through promotion, and if they can't get a promotion, they can also get a raise through rating.

For example, a store has about 170 to 180 employees, including manager 1 name, internship manager 1 name (promoted from the kitchen), lobby manager 1 name, kitchen manager 1 name and foreman. People at different levels have different basic salaries and dividends. All ordinary employees who have worked for one month participate in the rating, and the foreman or above does not participate. The whole store has 1 meritorious employees, 2 model workers, 2 pacesetters and 27 advanced employees. The basic salary of different positions is different, but the part that comes out is high or low, which will be completely leveled by different levels, even the high becomes low and the low becomes high. For example, the total income of meritorious employees is above the lobby and the back hall, and it is much higher than their foreman. And meritorious employees enjoy more benefits and get more respect. In addition to the fact that the income of ordinary employees can exceed that of managers, Haidilao employees also use a very distinctive system in salary: dividends. Really? Dividend? With what? Bonus? There is not necessarily an essential difference, only part of the profits are used to reward employees; And then what? Dividend? Not necessarily better than? Bonus? How high is it? It may or may not be higher. Who knows? But? Dividend? This word is definitely better than? Bonus? More attractive. Because many units give bonuses to ordinary employees, Haidilao only pays dividends to ordinary employees; Most enterprises only pay dividends to shareholders, while Haidilao only pays dividends to ordinary employees.

In other words? Bonus? The incentive effect has been downgraded, even to a position with the basic salary; Employees who don't pay bonuses will definitely be dissatisfied, and paying more bonuses will not improve employee satisfaction. But? Dividend? Or one? New things? The incentive effect is still great. Do employees talk about what they have? Dividend? They were particularly proud when they were young, because they felt different from others. Simple things, everyone can do, can do. Therefore, people who only do such easy things are not enough to entrust them with heavy responsibilities; Enterprises that only do such simple things cannot survive in the competition. Haidilao has done something difficult for other catering enterprises, so it can flourish now; The leaders and employees of Haidilao have done things that are not easy for employees of other catering enterprises, and it is completely normal and legitimate for them to enjoy higher treatment than others.

2. Anticipated treatment. The fundamental reason why Haidilao employees expect high salary is that they all believe that they can still be promoted, which is exactly the case.

3. At the same time, pay attention to the working environment of employees. A comfortable environment is conducive to the development of employees in all aspects.

These are the points I summarized after seeing Sichuan Haidilao Company. I didn't write that much. I wrote some of the most useful ones for you. I hope it will be beneficial to the development of your company. In terms of organizational structure, I don't think it is suitable for your company's structural model after observing Haidilao. So after I removed the guild organization according to the pattern of Haidilao, I designed a set of structure diagram suitable for your restaurant. Because I don't know whether you are serving Chinese food or western food, the structure may be imperfect. If you run a western restaurant, just modify something on the structural diagram. Please contact me if you need my help. At the same time, I hope you can give me the most pertinent advice. Thank you.

Give some advice to your restaurant:

1. Poor restaurant management is not necessarily a management problem. He involves many problems, such as the influence of economic environment, the change of consumers' taste and other changes in the external environment. At the same time, the change of the restaurant's internal environment is also an important factor, such as hygiene, restaurant layout, restaurant service, the quality of service personnel and management personnel and so on. I suggest you do a survey first to determine what factors are affecting it.

2. Effectively use the dead corner of the restaurant. You can add a takeaway window in the dead corner. In order to increase the income of the restaurant. At the same time, it can also be that the delicious food of the restaurant has been recognized by the general residents, thus increasing the popularity and reputation of the restaurant. (This method is more suitable for the vicinity of residential areas)

3. At the same time, carry out some customer taste surveys, develop more dishes suitable for local people, and pay attention to the development of new dishes to retain old customers and attract new customers.

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