Looking at the changes in McDonald's over the past year, I feel that it has really changed. It has made me feel chilled and numb. So let me talk about my experience this year here. First of all, we need to explain a standard for evaluating a restaurant, which is GC/MH control. What is GC/MH? GC is the odd number ordered by all the people who order food in your restaurant in a day. One payment is a GC. MH is the natural working hours of all employees in your restaurant except the manager in a day. That is to say, the more customers there are, the more GC will be. The higher it is, the more employees are working and the more MH there are. Then divide GC by MH to get a value. The higher the number, the more cost-effective your restaurant is - that is, you use fewer employees and receive a lot of customers. When the boss comes to visit the store and the supervisor comes to see the point, an important indicator is also GC/MH. Therefore, in order to improve the GC/MH value, the restaurant management team will arrange as few employees as possible. In this way, the same number of GCs will be achieved in a day. Under the premise that a large reduction in employees will result in each person doing the same amount of work as two or even several people. The intensity can be imagined. Therefore, if one person has to do the work of several people in a limited time, the service quality will definitely decrease. It's like the slogan back then was "faster, easier and more economical". If you have too much, you can't go fast, if you have too much, you can't save. It's the same principle. So every time the boss leaves the store, there will be many, many employees going to work - even if there are only a few customers outside, there will still be many people going to work - the purpose is to ensure that the quality on the day the boss comes is excellent! However, usually when the boss doesn’t come, everything is discounted. Another tracking goal is the UPT of a certain product, which means how many people buy this thing per 1,000 customers. For example, during lunch, our restaurant requires the UPT of the leg burger set to reach 200. This means that assuming there are 1,000 customers at noon, you must sell at least 200 sets of leg burger set. In this case, our employees must work hard to promote a certain type of products and ignore the promotion of other products, and other products will easily expire. To sum up: basically everything at McDonald’s is fake. Say one thing and do another. As an old employee of McDonald's, one should not only have the fighting power of three people, but also do the work of three people every working hour. Those who can do more work! This is especially true when you have three salaries. As a McDonald's employee team leader, you have to be either a super-productive employee or an assistant who rushes to work as an assistant just to see the carrot of promotion. When there are generous benefits and large bonuses, you are an employee, so you have no part in it. When there is responsibility for taking the blame, you are the assistant manager, so you have nothing to do. As a second officer at McDonald's, you have to spend most of your time every fifteen minutes every hour on a lot of inspection/tracking/inventory/cash/temperature measurement/to-do/bathroom/planning list/... forms At work, the endless boring, useless and meaningless formalities of ticking/crossing/signing, although you are responsible for whether you sign or not if something goes wrong, this kind of traceable formalism will make the boss think that you have done your job. Your salary is not in vain. The training form SOC is all fake, with the left hand writing and the right hand writing. The requirement for shift scheduling is that QSC&V and GC/MH are blocked at both ends. The productivity gap between the boss's store shift schedule and the usual shift schedule is bound to be huge. The administrative reporting forms are all similar. You need to complete them in OC and OM, and you need to complete them online by email. The tables are the same, and the numbers are the same. No matter how difficult it is to sell or taste the promotional items, if you don’t have UPT, your tracking ability is still insufficient. Even if a children's set meal priced at 15 or 6 yuan is sold with a high-sounding name and has to be sold for 40 or 50 yuan, and a cheap stall product with an M label is labeled as a limited edition product, in fact the distribution number is about the same as the local population. Student cards are exclusive to Camelot cards, and card discounts are five yuan per card. Five thousand, eight thousand, and ten thousand cards are difficult to sell, and there are more and more every year. The pan-yaki bread has been changed from white sesame seeds to cheap cornmeal, which is a brand new upgrade! What exactly is fresh milk with a shelf life of half a year that is not available in supermarkets? Preservatives mixed with milk? All promotional data are low. As long as the boss presses hard, the numbers will go up. If the boss presses harder, the numbers will be higher! As a McDonald's employee, you have to work hard and persist, and it won't take long before you become a store manager. Because the benefits and salaries of many senior store managers are too high, we will gradually "solve" them one by one to make room for you. As a McDonald's store manager, you have to be careful. If your salary is too high and you have too many years, our indefinite contract cannot help you. However, we will "find" that your performance is not up to standard and demote you. If you use it, the store manager will be reduced to one. If you can't stand it, you can resign or change jobs, but the company is not hiring you. As a McDonald's supervisor, you have to be careful and select a few assistant managers who have long service experience or are unscrupulous every year to "solve" them. This will leave room for our annual cheap MT of fresh graduates. Several characteristics of newcomers are: hot and fresh, not greasy, good vitality, beautiful appearance, young and obedient, and low salary. As a McDonald's OM, you have to seize the opportunity. Now the blind control of working hours has exceeded the bottom line. According to the standard, no one can achieve the GCMH standard without affecting QSC. They all raided the store when they didn't expect it, and gave a few F's justifiably, and they would save a lot in terms of bonuses. We will exploit your efforts, our performance, and your value.

Your eternal slogan: OK, no problem! Our retarded leadership style: I love it! This is what I copied! ! ! ! !