There is such a fast food restaurant in Beijing, which is the hidden champion of The Chinese fast food industry! Where it is, within a kilometer radius, other fast food do not want to make money!
His fast food restaurant is less than 80 square meters, but the daily flow is as high as 50,000 pieces, which is five times the national average of fast food restaurants! The annual income of store managers is as high as 800,000, and during the epidemic in 2020, they did not borrow a penny from the bank, did not owe employees wages, paid on time, the supplier's payment was settled normally, and the revenue increased steadily.
Not only that, they still continue to expand stores, this brand is called Nancheng Township, from 10 years to expand 10 stores, to 3 years to expand 50 stores, and the capital and franchisees rush to send money to it, the boss is closed, not financing, not listed, not joined, Nancheng Xiang with such a cow?
One of the characteristics of the catering industry is that the turnover rate of personnel is particularly high, and as long as the store manager and chef are not happy, they will jump ship or go out to open a small restaurant; not only them, but also the waiters and cashiers in the restaurant. So how can we design a good incentive plan that does not raise wages, but makes talents willing to stay in the company and work hard?
In the final analysis, it is still necessary to have a good talent incentive model, since the change of mechanism, employees not only have a lot of turnover rate reduced, but also have a wolf nature at work. Next, let's talk about dry goods, simple and practical, all industries can use
First, employees switched to the contracting system: the headquarters signed a contracting agreement with the store manager and set a task for the store manager according to the profitability of the store in the previous year. That is, how much money you pay to the headquarters this year, and the extra money earned is shared with the store manager. This is the excess dividend method, and the motivation of the store manager is naturally stimulated.
Not only the store manager, but also in many positions have also been contracted. For example, the chef of the roast lamb in the store, the general restaurant, the master of the lamb skewer is responsible for the kebab, he will not be responsible for the performance. But in Nancheng Township, as long as the lamb kebabs are sold, the more commission the master gets.
Next, the second one: immediate incentives without waiting for the end of the year
As long as you perform well, the company will immediately praise you for your contribution today, and will give you a return in the month, and Nancheng Township has abolished the year-end bonus system. Why?
Because the year-end bonus is at the end of the year to judge the employees, after taking the year-end award to the beginning of the year, there is no feeling, and the effect of motivation is greatly reduced.
And the system of instant incentives has another advantage. That is, if there is a problem in which store, you can give feedback in half a month, and it will definitely not be delayed until the next month. Nancheng Xiang calculated all the accounts of the previous month on the fifth day of each month, and held a meeting on the seventh to announce it.
The store manager of each store can see the report, including the number of employees, as well as the cost, customer complaints, the evaluation of all parties, the completion of sales tasks, and so on. According to these data, the store manager himself can calculate the bonus he can get this month, and it is very ceremonial when cashing out, not to punch the money into the card. Instead, the company held a general meeting, the chairman and general manager personally came to the scene, and directly found that when the gold benefit was good, a store manager could directly take away hundreds of thousands of cash. Such a scene you say stimulating is not exciting?
Therefore, with the two methods of contracting system and instant incentives, it not only bundles the interests of employees and the company, but also retains old employees, attracts more talents to settle in, and activates the enthusiasm of internal employees. Let Nancheng Township leap from a low-end fast food restaurant to a champion brand of Beijing chain fast food.
And the biggest benefit of this incentive model is that all walks of life can be perfectly copied and used. Whether it is the Internet giants Huawei, Xiaomi, Ali, or Haidilao, Deyou, Heilan Home, Baiguoyuan, and The Tasteless Duck Neck are all using.
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