1. Set an example
"Lead by example" is the most fundamental foundation as a store manager! As the manager, the above represents the image of the company, and the following is the core of all employees in the store. No matter inside or outside, a store manager who sets an example plays a huge role in the stable operation of the store.
The store manager can set a good work style for the store and gain the trust of employees in the company, thus fundamentally improving the overall subjective initiative of employees! The store manager needs to accurately show and convey the company's corporate culture and development direction to employees from his own work, so as to better implement, execute and complete the tasks assigned to the store by the company from top to bottom. An ordinary webmaster, cashier, waiter, chef and other staff will feel the overall impression of the store from us from the interview to the formal employment, which determines their working attitude in the future. Therefore, a store manager who sets an example is very important to the stability of all employees in the store and the healthy development of the whole store operation!
A store manager who sets an example will let customers who come to spend feel the spirit of the store. The trust brought by a stable and reliable store manager is the key to improve our attendance rate! And a store manager who sets an example also plays a huge role in dealing with external relations. Most of the daily work needs to face the leaders of various functional departments. At this time, the company image and storefront appearance are absolutely indispensable for the stable development of the storefront and the establishment of a good image around it!
2. Care for employees
Many store managers have complained that their employees do not obey the organization's distribution, work arrangements, and even lazy. If such a problem happens in our store, we need to ask ourselves why the employees' enthusiasm for work is low and whether they are not doing well there.
In our store management, it is not correct to manage employees well. What a qualified manager should do is how to solve the practical problems of the store, how to improve the attendance rate and turnover (how to carry out various preferential activities). Personally, management is "managing people". If you think about how to manage employees every day, it is tantamount to wasting working time and energy. After we have solved the real practical problems in the store and formulated reasonable rules and regulations, we should also give employees sufficient rest and relaxation space. In the daily work and life of the store, as a store manager, we should pay attention to the store performance and care about the lives of employees. From weather changes to food arrangements, we should be like a real parent, especially in dealing with the nuances of employees' lives. As long as a little change, employees will realize our good intentions. In terms of employees' overall income, we can make use of the special environment around the store to increase some extra income and benefits for everyone without violating the company system and ensuring the turnover of the store (for example, we can use Internet cafes to buy waste products, organize employees' dinners and reward outstanding employees)! After we meet the group needs of employees, the problem of employees' work enthusiasm will be solved.
3. Pre-service guidance
As a team manager, it is not enough to master management skills, but also to master certain professional knowledge and skills. So after work, you should learn professional knowledge.
At present, whether it is the internal network architecture of internet cafes, the erection of servers, the backup and operation of various data commands and other technical issues; Or account management issues such as daily expense bills, daily handover and settlement, and in-store fund control; There are also internal management issues such as the attendance of each employee, work efficiency, store appearance hygiene and employee turnover rate. Compared with 10 years ago, the Internet cafe industry has fallen far behind. In addition, there are many other complicated related jobs that cannot be completed by the store manager alone. What we need is to know the details of each job, master the human and material resources around us, and rationally allocate and use human work! Arrange every employee in a suitable post, and then conduct positive performance appraisal and evaluation of their work, constantly promote employees to master work links and improve professional skills, and give full play to their post functions, so that we can give full play to their maximum work efficiency!
4. Staff training
A solid and powerful working team is the guarantee of the store's turnover. How to build a team, first of all, we must start from the insiders. Due to the current national conditions, the quality of employees in the Internet bar industry is generally low, but the selection of employees is still very important. Excellent employees are the foundation of building an excellent team!
There are many skills in employee recruitment and interview, which we must master as a qualified store manager. At present, online recruitment is the main recruitment method we use. First, choose a recruitment website with high reputation in the industry, clearly state the positions, requirements and conditions we provide in the recruitment project, and indicate the salary and salary standards and employment space. Try to match the photos of the store to show the working environment. In the contact information, be sure to leave the store phone number to contact manager XXX, and don't write your own mobile phone number and QQ number. We are not a small business model of private enterprise owners, so we must give applicants the spirit of formal enterprise!
During the interview, we first understand the qualifications, work experience and work skills of the candidate. During the conversation, we can observe each other's mental outlook and basic behavior, and then have a basic understanding of the candidates from the collection of these situations, so as to decide whether to conduct the next trial lecture. During the probation period of employees, we can only decide whether to hire new employees from the supervisor and the old employees and from our subjective and positive observation and understanding.