The first is because of the support of employees' ability. The new employees of Haidilao receive a one-day training after joining the company. Four-day intensive training of human resources department to learn the culture, system and work requirements of the enterprise; Go to the store for on-site training for four days, so that employees can get to know the company in the shortest time. Haidilao also established a mentoring system. From the beginning of all employees' employment, the company will arrange an old employee to take a new employee and teach them by hand. Whether at work or in life, old employees will give meticulous help and care to new employees. The manager of Haidilao must start from the most basic waiter. On this basis, Haidilao has designed a development path for employees.
Secondly, due to the way of thinking of Haidilao people, Haidilao put forward the idea of changing fate with both hands on the basis of egalitarianism. All store managers and community managers are at the bottom of the enterprise and rarely airborne. Zhang Yong requires employees to take every customer seriously, because they pay rent, utilities, wages and bonuses for us, and they provide us with opportunities for common development. They are our real bosses. In the big family of Haidilao, every leader should be responsible for the growth of employees, and should really care about employees from the aspects of food, housing, transportation and growth, be considerate of employees and invest in construction. In performance management, Haidilao is different from the industry, which usually evaluates the store manager by turnover and profit. Customer satisfaction and employee satisfaction basically determine Haidilao's evaluation of a store manager.
The third is the employee governance of Haidilao. Haidilao headquarters has set up a special innovation management committee to encourage employees to put forward new ideas on service methods and skills and food styles. These new ideas are reported to the store manager first, and if they are promoted in the store, they can get tens of yuan to 100 yuan. After being screened by the store, it will be reported to the Innovation Management Committee of the company. After review by the Committee, it is decided whether to promote it in all stores or in a certain area, and employees who put forward new ideas will be rewarded according to the economic benefits (bonus+naming right). Haidilao standardizes various service processes to ensure that the service level reaches a certain level.