Chapter 484 The Money Is Still Not in Place

More than 30 strong men surrounded Li Changheng and his party and divided them into inner and outer circles, easily squeezing and blocking reporters and pedestrians.

Escorting several people, they walked to the parking lot.

But journalists don't give up so easily.

Unable to connect to Li Changheng, he surrounded the temporary security guards and shouted about the exchange rates of crude oil, gold, British pounds, and US dollars.

After finding out that Li Changheng was just smiling and didn't mean to answer at all, someone started asking Anne or Jim.

And Annie and Jim are not only used to this situation, but also follow Li Changheng's lead.

On the contrary, little McCauley, who had been hugged by Annie, showed his small face from time to time, looking at the reporters curiously and puzzled.

The reporters who couldn't get the news they wanted most saw that the little guy was really cute, so the cameras naturally took pictures of him.

No need to guess now, the little guy will definitely appear in the newspaper tomorrow.

Even if it's not the headlines on the front page, it will definitely be the focus of gossip and entertainment.

It wasn't until Li Changheng and others boarded an extended Rolls-Royce and left the airport that the reporters sighed and glared at the temporary security guards who had completed their mission and were waiting to return to the company to collect money.

The car came all the way to the villa on Huayuan Avenue.

Naturally, it was a big meal in the evening, and Anne and Madeleine watched Zhang Feng and McCauley unpack the gift boxes while talking.

And Li Changheng sat in the garden with Jim and Zhang Tianzhi, chatting while drinking beer.

Finally, I listened to Jim's report on the Panda Restaurant by the way.

"Boss, I have a suggestion that I don't know if I should say it or not."

Li Changheng glanced at Jim, "Every time I hear someone say this to me, my first reaction is not to listen, because it's definitely not a good thing."

Both Jim and Zhang Tianzhi were stunned for a moment, and after thinking about it for a while, it seemed that this was really the case.

Fortunately, Li Changheng knew what kind of character Jim was, so he waved his hands indifferently and said, "Okay, you are someone I can trust, so speak directly if you have something to say.

Also, I'm not one to ignore good advice. "

Just as Zhang Tianzhi was about to find an excuse to leave, Li Changheng waved his hand indifferently.

Lao Zhang knew quite a few secrets, so Li Changheng not only didn't care about the matter of the Panda Restaurant, but even deliberately used it to strengthen the trust between them.

Jim smiled, and after thinking for a few seconds, he said, "Her Highness Anne's management team is very capable, but I, Fred, and Gordon have all discovered it.

The new management team that went to New York has been slow to deal with the problems encountered by the market and stores in the past two months, or slack. "

"Just the New York team?"

Li Changheng frowned and thought about it, and soon understood the reason in his heart.

But he still asked, "Why?"

"I asked Fred, who is extroverted, to find a chance to chat with several middle-level managers of the management team. They should be stimulated by the prices in New York and the fixed salary.

In recent months, the net profit of Panda Restaurant in New York has been maintained at an average of around US$125,000.

If you want to increase the net profit again, you need to pay more effort.

Can pay more, but the salary is still so much, so,,,. "

Li Changheng waved his hand, without Jim going on, "Does the whole team have this idea?"

Hearing this question, Jim blushed and said embarrassingly, "The problem seems to be the management team, the people recruited in Richmond, and New York."

Well, now not only Li Changheng understands the reason, but also Zhang Tianzhi understands the reason.

The people Anne brought from England were basically people who served the royal family, or had served the royal family.

Having been used to serving the royal family for many years, they have long formed subconscious obedience and a serious attitude towards work.

As long as a lot of these people are paid, there is a promise of salary increase, and they are given a scope of work and corresponding authority.

They will do their best in what they do.

Otherwise, whether it was in the royal family or under Annie's semi-annual assessment and evaluation, the unsuitable people would have been dismissed long ago.

Moreover, those who serve the royal family and nobles are generally passed down from generation to generation.

Even if these people do things for others, they still have an inexplicable sense of superiority to outsiders in their hearts.

But the people recruited by Richmond went to a super big city like New York, and it was impossible not to think about it.

Not to mention that if there are still New York natives, they will look down on them after entering the management team, or have a sense of superiority intentionally or unintentionally.

It can easily affect employees who have been working honestly.

But this problem cannot be solved, but it is easy to solve.

No one can change geographical contempt, but status and money can directly motivate anyone.

Therefore, the simplest and most effective method, but also has negative problems, is the performance commission.

Those who are capable get more money, which is not a problem for Li Changheng at all.

But capable people can't stand loneliness, find better opportunities by themselves, or when others discover their abilities, they will easily change jobs or be poached away.

Fortunately, Li Changheng quickly reacted.

Panda Restaurant is just a fast food restaurant, but actually more like a real estate company.

The employees that can be recruited in this industry basically don't care about education and background, but only care about ability.

"Kick out all the existing New York and Richmond employees in the New York management team, and then I will first come up with a reward and punishment method for you to discuss.

To put it simply, except for seasonal peak seasons and low seasons, if the revenue level of any store this month cannot reach 95% of the average level of the past three months, then there is a problem.

I don't deduct money directly, let alone drive people away, it's just that the bonus of 1% of the store's turnover is gone.

And if you still can't meet the standard next month, then resign yourself, or hand over the store to a capable colleague. "

Jim was stunned after hearing this. The requirement of average revenue for three months is not too strict.

It can be said that it is not difficult to meet the standard as long as it is not deliberately lazy and does not monitor the operating conditions of each store.

Moreover, there is a distinction between off-season and peak season, and restaurants in New York are not full of a year, so there is no room for manipulation.

Even if the restaurant has been in operation for a year, or even a few years, the average of three months can make some articles by itself.

If the standard is still not met, there is really no need to keep the person.

As for the reward of 1% of the turnover of each store, each person is assigned to be responsible for 3 stores, or if the ability is sufficient, it is not a question to be responsible for 5 stores.

But the rewards you get are huge.

According to those stores in New York, the average net profit is 125,000 U.S. dollars, and the turnover is basically 250,000 to 300,000 U.S. dollars.

1% is 2500 to 3000 US dollars a year.

In New York, the per capita income last year was 7,000. If you were in charge of three stores, your annual bonus would be higher than your salary.