Chapter 50 Chickens that can lay eggs are valuable!

On the surface, the management system of Haidilao is similar to that of ordinary chain restaurants.Haidilao is divided into three levels of management. The first level, the headquarters manages the big areas. There are three big areas in China, Zhengzhou, Beijing and Shanghai; the second level, the big areas manage the communities. , For example, there are three communities in the Beijing region; the third level, the community manages branches. The setting of this kind of management system is often considered from the perspective of geographical proximity and convenient management, but the second and third levels of Haidilao are not managed according to the principle of geographical proximity.According to the principle of geography, Beijing is close to Tianjin, and the Beijing region should be responsible for the management of the Tianjin branch, but the Haidilao Tianjin branch is managed by the Zhengzhou region; in addition, the branch in charge of a Beijing community manager may span the entire city from east to west , and another branch in charge of the manager of the Beijing community may also be distributed in the southeast and northwest of Beijing.

why? This is Haidilao's method of cultivating people under the mentoring system, which is a special model produced by connecting with the hierarchical management system within the enterprise. People are unique, and their maturity requires different practices and experiences.For example, an apprentice under a community manager became an apprentice.When he or she has the ability to be a store manager, the Beijing region happens to find a suitable place to open a store in the westernmost area, and this apprentice will be promoted to be the manager of this new store.But the master can't let go of it, and he has to send it off for a while after getting on the horse.Not only that, the "quality" of the apprentice must be tested in use, the apprentice is the "product" of the master, and the master must guarantee the "quality" of the apprentice, and some "quality" problems, such as the moral character of the apprentice, the master must guarantee for life!Therefore, the operation of this new store will be in the charge of this master - the community manager.

As a result, Haidilao's unique way of management, which seems to be managed by region, is actually formed by who trains people and who manages them.Some community managers train people quickly and can manage 6 stores; some community managers train people slowly and may only manage 3 stores.A community manager who can manage more than 6 stores is a first-level community manager. If the community manager can continue to cultivate qualified management talents, and the business of the branches he is in charge of is very good, it proves that he or she has strong management ability , Therefore, this community manager has the opportunity to be promoted to a regional manager.

This is the same as the Communist Party's management of the army when it conquered the country. Whoever is more capable will have more soldiers; whoever has more soldiers will have a higher rank in the army.As a result, the youngest Lin Biao actually ranked third among the top ten marshals.It is said that when Lin Biao entered the Northeast in 1945, he led only 100,000 troops; in 1948, when the Fourth Army under his command came out of the Northeast, it had more than 1 million troops. It can be said that "the sea is wide and the fish leap, the sky is high and the birds fly".The cruelty of war needs fairness within an organization most, so that everyone can share the same hatred.

When Haidilao evaluates community managers, it doesn't just look at how many stores it can manage.This is the same as in war. A good general is one who has many soldiers and can win battles.If your ability to cultivate people is very strong, but Xiong Xiazi breaks corn, breaks one, throws one away, and the responsible store does not manage well, it means that the people you cultivate are hydrated. How to evaluate a manager's ability to cultivate people? This is a big problem.If this problem can really be solved, the enterprise will be able to operate well, because all enterprises lack capable managers.

Haidilao's method of assessing the ability of managers to cultivate people is very interesting. It is simple and intuitive, but also quite detailed and complex.A general indicator is to see if you can improve the capabilities of 80% of your direct subordinates within a certain period of time?For example, a community manager manages 5 branches, and these 5 branches are all secondary stores this year.If within a certain period of time, you can make 4 of the branches reach the first-level stores, it means that 80% of the abilities of your direct subordinates have improved, because the managers of these 4 second-level stores have become first-level stores under your hands. long.

Only by becoming the store manager of a first-level store can you be qualified to train new store managers; only by becoming a store manager who can train store managers can you become a community manager; only by becoming a community manager can you become a regional manager... Hens that can lay eggs are valuable.Cadres who can train cadres in Haidilao are promoted the fastest.Some store managers work hard and come in early and leave late every day. However, after being a store manager for several years, his store is not rated as a first-tier store; those with potential are unwilling to work under him, either resign or transfer to other stores .

What does this mean?Explain that you are a rooster, you can only do it yourself, you can't employ and train people; people follow you, and you have no great prospects. In 2010, Zhang Yong exempted three such conscientious "rooster" store managers at one go, and one of the store managers passed out on the spot after hearing the news.Being a cadre in Haidilao is really tiring. It is not enough to be loyal, upright, active and willing to work hard, but also to be able to train people! I asked Zhang Yong: "Is your way of cultivating people with a handsome talent leading a bunch of generals, will it be too big to lose, and there is a possibility of betraying you in the future?"

Zhang Yong said: "First, I'm not big yet. If I'm not big, just guard against others. Can you become big? Second, there must be a reason for others to betray me, or Haidilao went wrong, or I It’s not fair. This is all motivation and pressure that forces me to do Haidilao well.” Who and how is a branch rated? Of course it is a superior, but the process and method of Haidilao's store review are quite complicated.This is not only a matter of fairness, but also directly related to the quality of Haidilao's expansion.Haidilao's approach is somewhat similar to a 4S store selling high-end cars.To open such a store, money is not enough to open it.You must also have a certain number of qualified engineers and technicians who have been specially trained and approved by these automobile companies. The management must pass their special process examinations and continue to accept their training and inspections.

When Haidilao reviews a store, the store manager first submits the application. For example, if you think your store can reach the level of a first-tier store, your direct superior, his superior, and the professional department at the headquarters will send someone to disclose and Conduct an inspection of your store in secret. For example, one of the standards is that first-tier stores must have at least 10% of excellent employees.Your superiors will conduct spot checks on the outstanding employees you report to see if they meet the standards of outstanding employees.Don't forget: Your superiors, and your superiors' superiors, all started as waiters. Their assessment of waiters is not the kind of quality assessment of the general human resources department, but the assessment of masters and apprentices.If a certain percentage of the 30 first-level employees you reported are not at the first-level level after the assessment, sorry, no matter how good your business situation is, your store is still not a first-level store, so you are not qualified to train store managers.

Some people may not understand why a store is not qualified to be a first-tier store despite its good operating conditions?Because the operating conditions of a restaurant are likely to have a greater relationship with its geographical location! The assessors of these store reviews are line leaders who take responsibility, and the quality of the store assessment is directly related to their work.If for the sake of favor, people who are not good enough to be store managers are promoted, they themselves will suffer because they will also be responsible for the work of the new store managers. The cadres of Haidilao refer to this assessment as 21 mountains.For example, since Haidilao's customer satisfaction rate is not obtained by asking customers to fill in a form, first, the store manager must know how to evaluate and assess the customer satisfaction rate; second, the community manager must check and approve the store manager's customer satisfaction rate ;Thirdly, representatives from the superiors of the community manager will also visit the site; fourthly, there will be people from other communities to cross-check; finally, someone from the technical department of the headquarters will also come to identify and guide. Haidilao calls this kind of continuous on-site inspection, review and guidance by superiors as shop inspections. I asked Zhang Yong: "Do you have any procedures for cadres to visit stores? For example, how long does it take, and how many stores must be visited at which level?" Zhang Yong said: "Yes, but it doesn't work. It's not that they fail to meet the requirements of the process, but they always exceed the requirements of the process. If Haidilao's cadres don't have meetings, they are in the store all day long. Because our cadres are waiters. Born, like me, I am not used to managing companies with numbers and reports, and I am more used to working on site.” Taiichi Ohno, the inventor of Toyota's management method, said that the essence of Toyota's management method is to find problems on the spot and solve them on the spot. Haidilao's disadvantages have turned into advantages again.