Management skills that chefs need to master.

Master-apprentice graded education

Some managers think that education is nothing more than preaching and does not play much role in management. Moreover, there is no qualitative model for education, so they also ignore the education management of employees in their daily work. Actually, this is not right. Education is a long-term project, which has a great influence on establishing a good attitude of employees. Therefore, in my actual work, I operate this way: because the master staff have certain social experience and are familiar with the workflow, they should be treated by explaining the importance of finished food production before they take office, so that they can fully realize that the quality of food determines their own destiny and future. In this way, they will consciously make careful preparations and check the details in the early stage of production. Secondly, educate them to regard work as a hobby, not a perfunctory task, but devote themselves wholeheartedly and meticulously.

Treating superfine products and his disciples is to educate them to start from the basics, to develop a good cooking ethics style, not to be ashamed to ask questions, and to consult the master humbly.

In addition, I also introduced military education and militarized management of the kitchen, aiming at shaping the military style of kitchen staff. To this end, the hotel has formulated a strict system with clear rewards and punishments. If it is stipulated that except for female employees, they should be flat-headed and neatly dressed.

The education of employees is basically carried out in cooperation with training. "More training and education can help employees develop a healthy attitude." I have always believed this truth. While educating employees, I also arranged business training every Saturday and mentality education every Sunday to ensure that employees' mentality is basically stable.

The two systems make up for the deficiency of education.

Education alone is not enough, because preaching becomes "nagging" and employees will be immune to it. Therefore, on the basis of education, I cooperated with the implementation of the incentive mechanism, that is, the food responsibility system and the finished food sales ranking system were implemented for the kitchen management. In this way, every dish has its own "owner", and if the dish is made wrong, the "owner" will pay the bill. In addition, the sales volume of each chef's dishes is announced once a day and ranked once a month. The first teacher who sells every month will be rewarded with 2000 yuan, and the last teacher will be disqualified from taking a vacation next month. Those who rank last for three consecutive months will be advised to leave automatically. In this way, every chef will treat his dishes dutifully and seriously, from the purchase of raw materials to the initial processing, preservation and even production.

Cultural information mobilizes work enthusiasm.

I also bring culture to the kitchen to arouse the enthusiasm of employees. After the kitchen regularly founded the blackboard newspaper "Staff World", put forward the work slogan and hung the banner "Diligence, pragmatism and innovation; If you don't work hard today, try to find a job tomorrow. " Moreover, employees will be organized to watch cooking CDs once a week, and skill competitions for different positions will be held every month. Through these three ways, the cohesion of the kitchen can be cultivated, and employees in all positions can help each other, cooperate with each other and work closely together to ensure the promotion of * * * and build a team with fighting spirit.

Pay attention to details and do your best.

Many masters only pay attention to superficial phenomena and ignore the details in their works and dishes. For example, many masters at work usually feel good about themselves after their work is completed. But when I went to the lobby to listen to the feedback from the guests, I felt the same way: this dish is obviously good, how can customers have such a low evaluation? When cooking in the kitchen, the color is good and the soup is in place. Now it seems that the color has changed and the soup has come out, and the overall effect is not in place. This is that the details are not considered in place. I ask every chef to consider whether this dish will change from the delivery department to the front hall and finally to the stage when cooking the finished dish. Whether the meter will change due to time difference and temperature change should be considered in place. And ask them to take effective measures.