以下文章来源于Vista氢商业 ，作者贾小乐 关心都市白领的消费生活 提供易懂有趣的品牌报道 " 海底捞成功的秘诀， 不是生日歌和科目三，而是师徒制。" 8月， 有人在海底捞门店的墙上发现了一枚红金配色的海蛇徽章 ，条纹海蛇形制古朴，仿佛某种古老部落的神秘图腾。 Vista氢商业 . 文 ｜ 贾小乐 编辑 ｜ 卢力麟 来源｜ Vista氢商业（ID：Qingshangye666） 封面来源 ｜ IC photo 海底捞成霍格沃兹了。 图片图源：小红书@xiaomo050 "斯莱特林和格兰芬多合体了？" 更多人开始放出自己拍到的海底捞图腾：狮子、鲸鱼、老虎、哈士奇，于是忍不住好奇问了海底捞员工，才知道 每种徽章都代表一个"海底捞家族" 。家族 由5到18家门店组成，家族长为"师父店长"。 你首先震惊吃个火锅也能碰见武侠里的"六大门派九大家族"照进现实，其次不解一个现代企业为什么还沿袭着"家族制"这种古老的管理方式，尤其当它出现 在"和所有的烦恼说拜拜"的海底捞里时。 "怎么吃个火锅还整上派别、嫡庶、荣耀了？" 火锅界有自己的霍格沃茨？ 在海底捞里 看见神秘威严的家族徽章，震撼不亚于你知道 崇尚sop和现代化管理 ...

Core Viewpoint - Haidilao has adopted a family-based management system that combines traditional elements with modern practices, creating a unique corporate culture that emphasizes mentorship and internal growth [10][21][23]. Group 1: Family System and Management - The family system at Haidilao consists of various "families" represented by animal-themed badges, with each family comprising 5 to 18 stores led by a "master store manager" [3][5][10]. - This system is rooted in a mentorship model where experienced store managers train their apprentices, who in turn can establish their own families once they reach a certain scale [10][21]. - The family structure allows for significant decision-making power, including store expansion and management evaluations, fostering a sense of ownership among the family leaders [10][23]. Group 2: Employee Training and Retention - Haidilao's mentorship model is designed to ensure consistent service quality across its locations, as all management personnel are internally trained [13][29]. - The rigorous training process includes multiple assessments and a clear path for advancement, which helps reduce employee turnover and enhances motivation [29][30]. - The emotional connection fostered by the family system encourages employees to view Haidilao as a home, contributing to a strong corporate culture [32][34]. Group 3: Financial Incentives and Performance - The financial structure of the mentorship system includes performance-based incentives, where store managers receive a percentage of profits from their stores and those of their apprentices [23][25]. - This "multi-level" incentive system encourages managers to actively develop their teams, as their earnings are directly tied to the success of their apprentices [25][27]. - Despite the potential for high earnings, there are strict performance evaluations, and poor performance can lead to penalties for both the manager and their apprentices [27][30]. Group 4: Challenges and Evolution - The rapid expansion of Haidilao led to challenges, particularly during the pandemic, resulting in significant store closures and a reevaluation of the family management system [30][32]. - In response to operational difficulties, Haidilao has experimented with different management structures, including a shift to regional managers, but has reverted to the family system due to its deep-rooted connections with store operations [32][33]. - The company is now attempting to balance its traditional family culture with a more rational and transparent management approach to attract a new generation of employees [33][34].