Beijing's most cattle fast food restaurant, there is its place, a kilometer radius, other fast food restaurants do not want to make money! His smallest store is only 75 square meters, and the daily flow can reach 50,000 yuan, which is also too exaggerated, which is 5 times the average flow of fast food restaurants in the country! It has more than 20,000 takeaways per day alone!
And whether it is the benefit of a single store, the average benefit of fast food, the takeaway benefit has achieved the first place in the country! It's Nancheng Incense! Known as the hidden champion of China's fast food chain! In the past 22 years of entrepreneurship, capital and franchisees have come and gone, but the boss has "hidden" and closed the door, not financing, not joining, not listing! Why is Nancheng Xiang so cattle?
In fact, the first 15 years of Nancheng Xiang's entrepreneurship were basically in the pit, it can be said that the catering industry can step on the pit, he almost stepped on it, until 2014, only with real money and silver to pile out 4 valuable experience. It made Nancheng Xiang famous in the first battle, increased its revenue by 15 times, and maintained the growth rate of more than 20 stores per year. All bosses and entrepreneurs should learn and learn from it, which will definitely benefit you a lot
First: change the joint-stock system to the store manager contracting system, and change the store manager from a migrant worker to an entrepreneur
First of all, the headquarters signed a contracting agreement with the store manager, so that the store manager has the right to make decisions, the right to operate, and the right to innovate, so that the store manager can operate as carefully as his own store.
At the same time, the salary structure of the store manager was adjusted to: basic salary + 0.5% of the turnover point + excess task bonus.
The excess task bonus is that the headquarters will set a task for the store manager according to the profitability of the store last year, and finally give incentives according to the completion of the task, such as this year's performance target is 10 million, the store manager completes 11 million, and the excess completion of the 1 million profits will give the store manager a larger proportion, 30% or even 50%, which will make the store manager crazy to try all kinds of ways to improve the performance of the store.
For example, the Corner Store of Nancheng Xiang, in the past, the daily flow of the store was 4,000 yuan, after the contract, the store manager began to think of his own way, on the takeaway, the turnover suddenly rose to 8,000-10,000 yuan, the headquarters proposed excess rewards, so the store manager began to use his brain to do service, but where to the store to eat on the free fruit ...
In the end, the daily turnover of the store exceeded 40,000, the turnover doubled by a full tenfold, and the store manager also received hundreds of thousands of yuan of excess task bonuses a year.
Second: activate the first line and take the piece system
The potential of the store manager is activated, so how can we stimulate the enthusiasm of front-line employees?
Nancheng Xiang chose to take the piece-count mode, that is, on the basis of the basic salary, work more and get more.
For example: in order to encourage employees to fry fried fritters, each churros sold will give 5 cents more, so in order to make more money, fritter workers desperately fry, desperately do a good job, and will desperately sell after doing a good job.
In a good business store, a single fried fritter worker can get hundreds of yuan more every day, and the same is true for lamb kebab jobs.
Third: Cancel the year-end bonus and turn it into a monthly instant reward
Many catering companies like to give year-end bonuses to employees, but employees take it, and they don't know how their work performance is, nor do they know the direction of improvement, and the effect of incentives is greatly reduced.
Therefore, Nancheng Xiang decided to cancel the year-end bonus and change it to a monthly reward by pushing back the monthly task throughout the year.
When cashing in, Nancheng Xiang did not directly punch the money into the card, but held a commendation meeting in the company, designing a sense of ceremony, which was particularly important, and even the chairman and general manager came to the scene to directly find gold. Such immediate rewards not only motivate employees, but also motivate employees who have not completed their tasks.
Fourth: Use master and apprentice to make fission talents
In Nancheng Xiang, a very important assessment of the old store manager is that it is necessary to train a new store manager with reserves. You will definitely ask, why is the store manager willing to recommend the person he has trained to the headquarters and let him go to the new store? Who wouldn't want to keep it for themselves?
In fact, it is simple to solve this problem. The person recommended by the old store manager, after the headquarters assessment, was sent to be the new store manager, but the new store manager was still the apprentice of the old store manager. Anyway, opening a new store also needs help, the old store manager will continue to support him, and then the performance of the new store in the first half of the year should be divided into shares for the old store manager.
In this way, the old store manager can also earn money with people, and he is willing to bring people. For young people, you have become a store manager yourself, you have been promoted, you have also made money, and there is no shortage of excellent store managers at the headquarters, and everyone is happy.
It is through these four moves, excess dividends, piece system, instant incentive, and mentoring system, that Nancheng Xiang has leapt from a low-end fast food restaurant to a champion brand of Beijing chain fast food. And this model, such as Baiguoyuan, Haidilao, Heilan Home, Xiaomi, Huawei, Ali and many well-known enterprises are also in use, so all walks of life can be perfectly copied and used.
If you also want to land this model, and do not know how to operate, I suggest you learn the "Top Ten Entrepreneurs of China's Transformation of the Internet" Teacher Chen Ping: "Interconnected Profit Thinking" President Training Camp, which summarizes the profit secrets of more than 30 industries and ten times the performance increase: for example:
Partnership model: how to let employees work hard for performance, how to turn customers into your company's channel providers, agents? Crowdfunding model: How to attract employees and customers to participate in crowdfunding and return the capital before investing?
Explosive mode: how to create a gold explosive product and grab the high seas flow at zero cost?
New business model of community: how to operate a fan community, lock in customers for repeated consumption, and let customers automatically fission?
S2B2C model: how to integrate the upstream, empower the downstream, and serve peers to make money?
Waiting for less than a meal, including a super thick hardcover textbook, 17 online intensive classes, and 5 hours of dry goods live broadcast, the times have changed, if you still insist on using traditional methods to do today's business, it will only become more and more difficult, so bosses must hurry to change. Click "Take a Look" below the picture to have it immediately, and those who become big things are not entangled
Connected profit thinking
