How to give commission to restaurant employees?

First of all, it is necessary to distinguish between rewards and punishments, formulate a reward and punishment system, honor them, reward them and punish them, and not just teach them by example.

Secondly, we should always appease, communicate and praise employees, keep in touch with employees and lay a good emotional foundation.

Third, it is the economic aspect, which is also the most fundamental aspect. Going out to work is just to make money. The hotel salary is high, but your salary is much lower. I believe others will jump ship, too. All the same. So I suggest you find out the salary of other similar hotel employees in your city, and then set your own salary standard, which should be much better. I used to be the lobby manager. According to our salary structure here, it is like this: basic (guaranteed) salary+attendance bonus (not exceeding the prescribed holidays)+drinks commission (special and high-quality dishes can also be added)+bonus (depending on the performance of employees, it can be paid separately and privately, not publicly). As you suggested, how to get a commission for drinks? In the past, our side got the commission like this: the wine supplier usually gave the bottle cap refund fee for all the drinks he provided (that is, selling a bottle of drinks and exchanging the bottle cap with him), and we usually gave this benefit directly to the employees without participation or deduction. In addition, the profit of snacks is generally higher, so give employees a little commission and let them sell snacks as much as possible. Generally speaking, there are two aspects to commission, but there are three ways to commission employees, each with its own advantages and disadvantages. First, individuals put forward personal suggestions and adopt the principle of earning more according to their own personal abilities, which is conducive to stimulating employees' enthusiasm and improving their personal abilities, but the disadvantage is that it is easy to compete for interests among employees and cause disunity among employees. Second, the principle of equal distribution, recycling all bottle caps, all commissions are distributed equally per head every month, so there is no competition for profits regardless of high or low, but this will cause some people with strong ability and good work to fall down and cannot stimulate the enthusiasm of employees. The third is to adopt comprehensive distribution. Part of the commission project is regarded as personal commission, and part is regarded as * * * with commission, and then it is calculated every month. Or, they all follow the principle of equal distribution, but the management staff will record everyone's commission and publish it every day (preferably with a bulletin board), calculate the best top few at the end of each month, and take out a part of the total commission as a reward for the top few. In doing so, the contradiction between employees is avoided and the enthusiasm is stimulated, but the workload of managers is increased, and they are also responsible for registration and calculation. These are three ways to give you a commission. You can choose which one to use. In short, there is nothing perfect in the world, and there is nothing that can take care of everyone's feelings. It depends on how to minimize the loss.

The above is my opinion, purely my humble opinion. Please forgive my shortcomings. If you are satisfied, please adopt it. Thank you! ~