Live broadcast: Beautiful leader becomes daughter-in-law! Popular all over the Internet

Chapter 292 Human Relationship Management Model
"Can I move the frying pan over here? I see that many dishes in our restaurant need to be fried."

Xu Wen rubbed his temples with a headache.

"You really have no common sense. Who would dare to put the oil pan next to the sink when cooking in the kitchen? If a drop of blood splashes in, the pan will explode. Can you take responsibility if something happens?"

At first everyone thought that Xu Wen was making random comments and giving random revision suggestions.

But now after hearing what Xu Wen said, netizens in the live broadcast room finally realized that Xu Wen was not messing around.

"Xu Gou actually knows how to place the equipment in the kitchen. My God, this is amazing."

"Only those who have worked in the kitchen know how worry-free a boss like Xu Gou is. I worked in a kitchen before, and all kinds of equipment were placed randomly, which made us who were cooking all confused and greatly increased the difficulty of our cooking."

"There is a concept in interior design called moving lines, which means that interior design should be based on people's activities in the house. Xu Gou used to be a decorator, so he certainly knows this principle."

The reason why interior design has become a profession is because this thing is very important.

Anyone who can cook knows that if the kitchen at home is not designed well, it will be very troublesome if washing vegetables and cutting vegetables are not in the same place, or cooking and getting dishes and chopsticks are not in the same place.

For an ordinary person, cooking three meals a day is already troublesome, not to mention for those who run a store, who have to produce hundreds or thousands of meals a day.

Encountering such an unreasonable design is not just a troublesome problem. Once the restaurant opens, it will be a torture for the kitchen staff.

Tan Zhuo had never worked in a restaurant before and didn't know how to cook.

This led to the fact that when she was arranging the locations of these equipment, she did not consider the inconvenience for the chef at all. She only considered how to maximize the use of space and whether it looked good.

After hearing what Xu Wen said, Tan Zhuo immediately realized that her previous considerations were wrong, and she quickly said that she would correct them immediately.

"Xu Wen, what's the matter with this job adjustment? You haven't even met these people, so how do you know who is suitable for what job?"

Xu Wen took out his cell phone and shook it, saying, "Although I haven't met them face to face, I have read their daily work briefings."

“Let me ask you, does the store need to give a work summary every day?”

Tan Zhuo nodded.

"Yes, this is what you requested before. You said that we should set aside half an hour every day to do work summary. This will help employees improve and reduce their workload."

Xu Wen continued, "Then haven't you read these work summaries? The daily work summaries are almost always issued by the same person, and when we encounter something and issue tasks, it is almost always this person who communicates with us. Don't you think such a person is the most suitable to be a store manager?"

After Xu Wen said this, Tan Zhuo immediately understood what Xu Wen meant.

Some people are born with strong organizational skills and are suitable to be leaders.

They like to solve problems when they encounter them, and they can balance the relationship with the employees around them. The employees also like him to be a leader. When Xu Wen asked each branch to do a work summary every day, Tan Zhuo didn't understand what Xu Wen meant by asking him to do so.

But now Tan Zhuo understands.

What is written in the so-called work summary is actually not important. What is important is who writes it and how everyone performs in every activity in the group.

Xu Wen said calmly: "We are a restaurant chain, not a big company, so remember that the character of your employees is more important than their ability."

“People who are outgoing, have a tendency to solve problems when they encounter them, and can unite employees are the most suitable candidates for store managers.”

"But it's different in big companies. Ability is more important than personality in big companies because they have their own system and rules. So they don't need to rely on interpersonal relationships to promote many things, but rather rely on performance and efficiency to promote many things."

With just a few simple words, Xu Wen made it clear the difference between large companies and small companies.

Netizens in the live broadcast room also expressed their feelings after listening to it.

"It seems to be true. I worked in a top ten company in China before, and the atmosphere there was really depressing. In fact, there is no such thing as people above you suppressing you. In most cases, people above you only look at your performance. As long as your performance is up to standard, you can be promoted. If your performance is not good, your superiors will directly ask you to pack up and leave."

"Our company also implements the last-in-first-out system. I used to wonder why anyone would agree to such a system. Can't everyone unite to resist? Later I realized that I was too naive. Big companies want efficiency. If you are not efficient enough, they would rather not have you. As for the compensation for firing you, they are willing to give you."

"I'm just the opposite. I work in a small company, and the atmosphere there is so relaxed. I can go to work any time I want in the morning, as long as I arrive before noon. Our boss often buys us milk tea and invites us to the movies. We don't treat him as a boss at all, and he doesn't treat us as employees either. After all, if we are unhappy, we will really quit."

Many people feel that big companies are inhumane and seem evil.

But in reality, the company itself is a profit-making organization, and businessmen operate to make money.

The reason why small companies are so humane is that humanity can bring them benefits.

Just like the chain store that Tan Zhuo and her colleagues have now, if you find a store manager who doesn't know how to deal with people and unite colleagues, employees will resign every month.

So no matter how good the geographical location of your chain store is or how good the business is, this blow to your store will definitely be fatal.

Because you are short of people, you need to constantly find new employees for training.

Before new employees can officially take up their posts, do your old employees have to take on more work?
If so, do you want to give a raise to old employees?
If there is no increase, the old employees will definitely feel unbalanced, thinking that they are all doing the same thing, so why should they get so little?
If you increase it, then after the new employees get the hang of it, if you adjust the wages of your old employees back down, the old employees will be unhappy again.

If we don't adjust back, the new employees will be unhappy again.

So at this time, the best way is to talk about human feelings.

Only if you show them kindness and promise them big things will they be willing to continue working for you.

(End of this chapter)