How to shake off the shopkeeper I opened a restaurant .

Honestly, you shouldn't be thinking about this right now.

The nature of the restaurant is relatively complex and does not have the conditions for unified management.

If you want to have multiple stores, you can only be busier, or you can do a chain store, and it's basically impossible to be a shopkeeper.

Restaurants are different from other industries, there are specific physical objects, as long as the increase in the promotion of employees will stimulate their enthusiasm, because they see the immediate benefits, so they will be more attentive to the work in front of them, and they are not afraid of waste, as long as the goods can match the list, it will be foolproof.

But the nature of the restaurant is very different, all the services of the restaurant are supervised by people, there is no way to stimulate employees by rewards, and even if it can be stimulated by commissions, but it must be linked to the profit at the end of the month, people are inert, if it is not an immediate benefit, it can not always mobilize their enthusiasm, whether the chef is serious, whether the waiter is enthusiastic, whether the sanitary conditions are up to standard, these have to rely on human supervision, and more importantly, the waste of the kitchen, these can not be specifically stipulated, can only rely on the boss to supervise and manage immediately, if the boss is there, the employees will have some scruples But once the boss leaves, the employee will do it as it is convenient for him, how to do it conveniently, and will not consider the cost of the cost, and if the dish is more, it will be more (harm the boss), and if it is less done, it will be less (harm to the customer, in fact, it will be the boss in the end) Even if you find relatives to manage, the employee will still not be afraid After all, it is not their own business, who would want to take care of it at a glance, anyway, there is no physical object, the boss can't find out anything in the end, if the boss can't find and deal with these problems in time, then the hidden danger of the restaurant's customer flow will increase day by day, and this will go on for a long time The consequences can be imagined.

Even if the business is good, you will make a lot less money than if you were in charge of it in person.

In the market economy environment, some trendy management ideas such as "full authorization" and "less management, the better" came into being. But because of years of centralization, it is not easy to get many leaders to delegate power.

Like to take everything on his body, everything must be done personally, take care of this and that, and never worry about handing over one thing to his subordinates to do, such a leader in a modern enterprise is not uncommon, which makes him busy all day long, and will be overwhelmed by the company's affairs.

Of course, leader delegation does not mean that the leader is completely a hands-off shopkeeper who doesn't care about anything, how can the leader delegate? How to shake hands effectively is actually very knowledgeable.

Full authorization is one of the essentials of modern enterprise management. Without authorization, there is no management. This is one of the fundamental differences between modern management and traditional management.

Authorization is also a "Monkey King"-style doppelganger technique that business leaders must learn. It is the real source of activating the great energy of leadership contained in itself and the organization, which can make the cadres and employees of the enterprise feel enthusiastic encouragement and hopeful development and learning opportunities, which can further improve morale and loyalty, and stabilize the team. At the same time, empowerment does not mean that leaders do nothing, but that they are freed from transactional and routine work, so that they have more time and energy to focus on and explore new areas and conceive the future development strategy of the enterprise.

Moreover, before "granting", it is necessary to first clarify the issue of "taking", and since we can "teach" at will, we must ensure that we can also "take" at will. Power is exactly the same as personal ability, and how much power is given to how much power is given, and how much power should be obtained by how much power should be obtained. Managers should manage their heads and pins (referring to people and resources), but not from head to toe.

These are all questions that leaders need to consider when empowering.

In fact, many people with very strong abilities are too perfectionist, they always feel that no one is as good as themselves, and in the end they can only be the best research personnel and sales representatives, but they cannot become excellent managers; The most important thing for a truly good manager is to know how to trust, how to delegate, how to cherish, how to choose, manage and unite his subordinates, so that he can make better use of people who are stronger than himself in some aspects, so that his own value can also be improved through them.

The easiest thing is to hire a manager and you audit the accounts every month.