The story of a cook

Chapter 348 Research and Development Dishes Competition
Mr. Huo proposed to carry out new dish innovation activities for chefs like Hong Ji, and I support this.

So I found paper and pens, and on the spot, Zhang Li and Mr. Huo began to formulate a big frame for dish innovation.

"First of all, let's decide whether to hold it once a month or once a quarter?" I asked.

"A quarter." Mr. Huo said.

"I think it's best once every two months." Zhang Li said.

"Is it a quarter or two months?" I asked.

"You're the chef. I think once a month is a bit too frequent." Mr. Huo said.

"Okay, then let's make it every two months."

I jot it down on paper every two months.

"Then comes the second question. Every time a chef innovates a new dish, should the two restaurants hold it together or the new restaurant first?" I asked.

"Of course the two stores held together." Mr. Huo said.

"Okay, the two stores are held together, that's what I mean too." I wrote it down, and then asked, "What is the reward for each competition? How do I go to finance to claim funds?"

"First write the application, and then give it to me for approval. After I pass the approval, I will go to the finance department to get the money." Mr. Huo said.

"That's OK, but who will buy the prizes? What's the upper limit for each competition?" I asked.

"How much do you two agree?" Mr. Huo asked me and Zhang Li.

"It's five hundred anyway," Zhang Li said.

"Is five hundred enough? Even the cold dishes in our family count as two shops with eighteen masters." I said.

"Five hundred is not enough, let's set it at one thousand." Mr. Huo said.

I want to say that 1000 yuan is not much, but I didn't say it after thinking about it. Knowing that Mr. Huo lives a life, he can say that a reward of [-] yuan is already very generous.

"Tan Zi, you said that if we let the chefs develop new dishes, chefs from both stores will participate, including cold dishes, what time would be better?" Mr. Huo asked.

"I think it's better to hold it on Monday or Tuesday when it's not busy, preferably after nine o'clock in the evening, the kitchen is also busy, and the chefs from the old store are called to the new store, and the chefs from the two stores cook together , and then we all taste it together." I said.

"Then there must be judges?" Zhang Li asked.

"There must be judges. If there are no judges, how can we judge good or bad." I said.

"Master Huang happens to be the judge." Mr. Huo said.

"One person is not enough, and there must be at least ten judges." I said.

"Where can I find those judges?" Zhang Li asked.

"I'll take care of that," I said.

"Cold dishes and hot dishes together?" Mr. Huo asked.

"Well, let's hold it together." I said.

"This can mobilize the enthusiasm of our masters." Mr. Huo said: "Otherwise, our masters are too lazy to fry our old dishes without any sense of innovation. Even opening a new store is not enough, lack of innovation.”

"Another advantage of letting the chefs develop new dishes is that they can focus on the dishes and reduce slip-ups during work." I said, "In addition, we have to refine this, let me say a few points. "

"You said Tan Zi." Mr. Huo said.

"If we want to do this, we should do it well, do it decently, and let the employees know that we are starting to do things through this. This is a signal we need to send to the employees."

I looked at Mr. Huo, and Mr. Huo nodded, motioning for me to continue.

"Take this time we raised the wages of our employees as an example. We all thought it was a good thing to raise wages, but when we actually implemented it, we found that it was not a good thing. If we didn't do it well, we would just blow it up. Why? It's because no one in our family has raised wages. Standard. Then we set a standard by asking the chef to develop new dishes. Whoever develops a good dish will win the first prize, then we will send him a certificate of our Linjiangxuan. This certificate should be more formal, with our The steel seal of the shop. We can stipulate that if a chef can obtain three certificates, he can be given a salary increase."

"This method is very good, and other chefs can't say anything about giving him a salary increase." Mr. Huo said.

"If this chef can really get No.1 in three dish research and development, and get the certificate issued by us, then we can be sure that this chef must be serious when he is working, and he is very strict about his own products, otherwise he will not get the certificate. to No.1. And such a chef is exactly what we want." I said.

After speaking, he looked at Mr. Huo and Zhang Li to see what they thought.

"Continue to talk about Tan Zi." Mr. Huo said.

The two of them said nothing, and asked me to continue.

"Actually, what I'm talking about is the standard thing I told you last time." I said to Mr. Huo: "Take what I just said that a chef who gets three certificates can get a salary increase by one level, so we must first determine How much is the first-level salary in our family? Is it fifty or one hundred? This must be clarified first, not only for us, but also for the employees to know. Only when the employees know it can they know how to do it. "

"We want to send a signal to the employees, that is, whether the salary can be raised is not up to the boss, but to the employees themselves. If you meet the standard, you will get the salary. If you fail to meet the standard, you will not be able to raise the salary. , and may even be dismissed.”

"I understand what you said. Just now you said that chefs who get certificates through competitions can get a salary increase. What about the chopping board? What about the loaders? Washing dishes, picking vegetables, killing fish, and cleaning. How do they get a raise? Salary?" Mr. Huo asked.

"Where's the receptionist?" Zhang Li asked.

"You really asked me." I smiled and said to them: "I have been studying this issue, and I have discussed it with some chefs, and I have also studied a lot about the management methods of other restaurants. , I also studied the performance appraisal that many companies are doing now, there are advantages and disadvantages, and there is no better management method.” I said.

"However, there are a few things that are certain. There are three points in our assessment of an employee. The first point is compliance with work discipline, the second point is hygiene, and the third point is personal technical ability. According to the kitchen, a Employees who can abide by work discipline, do not violate rules and regulations, and meet the standards of personal hygiene and environmental hygiene, and have qualified personal skills are the employees we need, and such employees are good employees. Am I right?"

"That's it." Zhang Li nodded.

"That's right." Mr. Huo also nodded.

"What I am thinking now is that we can improve work discipline and rules and regulations. If this is perfected, then there will be standards in this area. For example, the first item in work discipline is attendance, so there is no one in a month. The phenomenon of being late and leaving early is qualified. Let’s not care about the employee’s personality and work style. Passed, right?"

Mr. Huo and Zhang Li nodded.

"If we regard the assessment of employees as an exam and attendance as a question, then if you don't be late, don't leave early, don't work as a miner, and you have full attendance every month, you can answer this question correctly and get a full score. Questions should be given five or ten points."

"See if my thinking is right."

President Huo and Zhang Li nodded in approval.

I went on to say: "If we take attendance, fights, swearing, illegal operations, off-duty, personal hygiene, environmental sanitation, dish production, dish customer complaints, saving waste, increasing income and reducing expenditure, ordering sales, wine promotion, dish promotion, etc. These are all standardized, if they are all calculated as one question after another, the standard is the correct answer to the question, and if scores are given, then each employee will have his own score every month, right?"

Mr. Huo and Zhang Li nodded.

"We can set the score line. For example, the full score is [-] points. If it reaches [-] points or more, it is excellent, if it is [-] points or more, it is good, if it is [-] points or more, it is qualified, and if it is less than [-] points, it is unqualified. I Is that clear?" I asked.

"It's very clear, I understand it." Zhang Li said.

"Understood, you continue to talk." Mr. Huo said.

"If we give employees a score every month, and then accumulate the employees' scores every month, and reach the score line we set within the specified time, we can automatically raise wages for employees."

"I don't understand what you mean about this." Mr. Huo said.

"For example, we set ten months as a time limit. If an employee reaches [-] points within ten months, then he is a very good employee and his salary will be automatically raised by one level." I explained .

"I understand a little bit." Mr. Huo said.

"I understand it too." Zhang Li said, "It's a bit too troublesome and laborious."

"Your idea is good, and your thinking is right, but I think it's not as good as performance appraisal." Mr. Huo said.

"Performance appraisal is very good, I have also studied it." I said: "But I always feel that performance appraisal is not suitable for our catering industry, because our catering industry has too much turnover of personnel, and at the same time, the general education level of employees is not high, and their ability to accept is not good. Very good, the performance appraisal of many restaurants is not very successful. In addition, there is another disadvantage of performance appraisal, that is, it only pays attention to performance and does not pay attention to quality. If they can’t achieve performance, they can only get dead wages.”

"The management method you mentioned is not impossible, but I think it is a bit difficult to implement." Mr. Huo said.

"This is just an idea of ​​mine. It hasn't been perfected yet. If it is perfected, a lot of things need to be refined. Now it is an unformed idea." I said with a smile.

"But I agree with what you said at the beginning about issuing certificates to chefs. You should improve this first. Let's settle the matter of researching and developing new dishes today, and Tan Zi, you are responsible for implementing this matter." Mr. Huo said .

"Okay, I'll do it," I agreed, and then said, "Let's make it this month for the first time."

"Okay, how are you two doing that day?" Mr. Huo asked, then looked at Zhang Li and me.

"At the end of the month, it's better to give the chefs a preparation time." I said.

"It's best to hold it on a Monday. Monday is not busy." Zhang Li said.

"Then check the date." Mr. Huo said.

Zhang Li checked the date.

"Monday, the 26th, let's make it on the 26th." Zhang Li said.

"Then it will be on the 26th. What do you think of Tan Zi?" Mr. Huo asked for my opinion.

"Okay then the 26th."

(End of this chapter)