To make staff morale these five key hotel managers must master

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Apr. 25,2018 10:43 AM

As the person in charge of the hotel team, how do you lead a good team and motivate them to do their job more stably and effectively, so as to make themselves easier? We have summarized five points.
As a manager, we want to complete all the work in the process of managing the hotel. It is not just the standard process of teaching staff and doing good health. It is not just a matter of managing the assets of the hotel. We have to inspire it. The potential of employees allows them to move forward toward what we envision and achieve the results we want. In fact, many of our hotel staff are very powerful in all aspects, but in the work, the efficiency is not so high.
We often say:
If a person has the ability, it does not mean that he can use it for you. That is to say, he may not produce the results you want to see;
If a person is not capable, but is more active, he is willing to obey your arrangements and perform what you have arranged. Although he has insufficient experience, he can still be trained to use it for our own purposes.
In fact, these key issues are all based on a mentality problem. Therefore, managers must bring people's hearts together. We all know that the team is always a vital force for the continuous development and expansion of enterprises. Therefore, we must bring an efficient and motivated team. It is very important to make the work more tightly and produce great benefits.
I have a good friend. When she manages a hotel, she often tells me that she is particularly tired. Every time we have a few small partners chat together with WeChat and discuss things, Lajia often makes jokes. She has only a handful of times. Not only that, she repeats several questions each time she appears: You are busy, I was still at work. My front desk resigned, or else the project called in the middle of the night to ask me how to repair the toilet.
I am particularly puzzled sometimes. Why is it so tired? Why do teams often have this kind of problem? I believe that many of our managers have also experienced such problems during the management process. In fact, these problems can be achieved by inspiring our own team to play their role and deal with these issues together. Everyone is also much easier.
So, as the person in charge of the hotel team, how should we lead a good team and motivate them to do their job more stably and effectively, so as to make themselves more relaxed? Here, the author has gone through five points and hopes to help our partners.
1. The power of example
The power of example can be seen everywhere in our hotel management process. For example, our outstanding employees, our sales championships, etc. can serve as role models. However, in the management of small and medium-sized hotels, many of our hotels should have neglected this one item and have not consistently implemented it. In fact, the more inadvertently, The more important things are, the less important things are.
If you think about it, when an employee’s good deeds are promoted in the team and displayed in the “Employee World” column, they are watched every day by the guests or colleagues. Do you think the employees will not work efficiently? The employee is also embarrassed to do badly because he is an example of learning and he will strive to do better.
Speaking of this, some of our partners asked, what if my hotel is really unable to judge outstanding employees? In fact, you can also take a well-made hotel as an example to inspire them. For example, the professional skills, refined services, and marketing of a certain hotel are very good. It is our goal and role model for learning. It is all possible. .
In the early days of the founding of New China, our country had a comrade named “Lei Feng”. Everybody should be familiar with it. The state is trying to publicize Lei Feng’s good people in order to make national accomplishment better and better. It is for each of us. The good example of learning, including the state leaders, is also saying that we must learn from Comrade Lei Feng and inspire us to do a good job in the quality of the people. It can be imagined how important the power of the model is in the team.
2. Collective events
The so-called collective incident does not mean that everyone should come together to make trouble. Outside of work, in order to promote the employees' own emotional communication and teamwork, managers often organize some activities. Most of our hotels organize activities such as singing and dinner.
So, after the completion of these activities, what has happened to our entire team? Whether or not I finished eating and sang my way home, I couldn't remember anything. I only remember that I was drunk and drunk yesterday. I took a random hand and said something. Of course, this is a joke. Then we think about whether it was such a return. What about?
In fact, we can use these funds to do more meaningful things. We need to carry out activities with purpose. For example: We want to make the team more cohesive, teamwork more closely, and you can hold some activities for outreach training. Is this more interesting? We want to improve the skills of our employees. We can hold a competition for the first time, give some awards to the second place, such as certificates of honor, cash, days off, etc.; We want employees to improve their communication skills. We can hold a speech contest or debate contest.
You see, the same activities are held, but the significance is not the same. The former and the latter, I believe that we are more willing to choose the latter, who do not want their team to fight harder and fight more aggressively?
3, personal preferences
Sometimes, the personal preferences of employees can also help to stimulate employees' abilities. Regarding the personal preferences of employees, everyone is different. Some employees want money, some want things, some want honor, some want recognition, some want praise, etc. We can According to the situation of their employees.
For example, the hotel should set a corresponding year-end bonus every year. You can encourage him to work for one year, work hard, get his bonus home and filial his elders. For example, you can tell him: “You see you have to work hard. It's time to change another Apple 8 or other good mobile phone. The sharpness of the pictures is high. Wechat is not a card, especially the beauty pictures are more incredible.” Then she will work hard in this direction.
You see, this is to motivate employees to work with their own personal preferences and to advance toward their own goals.
4, the principle of pressure
We often say that there is pressure to be motivated, but what we call pressure here is that a person suffers from something he does not want to bear, such as the pressure of his own family, such as the pressure he owes on a credit card, or compares with his colleagues. The pressure, at this time, you can tell him: You see the hotel you entered with XXX, but people are now promoted. I originally thought that your ability should not be bad, may still not work hard to do the job. So you have to work hard to finish your job seriously. You are really not worse than anyone else. So we say that giving pressure and comparing with others can stimulate the potential of employees.
Of course, not all of them are. Some of our employees can withstand the pressure. Some employees cannot bear the pressure. We must operate according to the actual situation. Some people must pay attention to the pressure, while others must give pressure. Only in this way can the effect be achieved. If employees do not bear the pressure, the employees will leave their jobs and the work will be very poor.
5, to give the principle of
The so-called yo-to-principle principle means that we cannot praise one employee at a glance, which can only bring him a bad atmosphere.
For example, a new front desk girl has grown up. She looks beautiful, has strong communication skills, and works diligently. Then she will give her a red envelope and praise her. If the employee's mentality is not mature and adjustments are not good, it will cause the complacency of the employees, and they will always feel that they are amazing. Other people are not as powerful as me and their eyes are defiant. It will take time for the team to isolate her.
Originally you wanted to motivate other people to work hard by commending her. The starting point is good, but it does the opposite. In fact, we said that when an employee really does a good job, we have to protect her more than to let him do what he thinks. This is wrong.
Just think, the team has isolated her, next will certainly not stay, then only to leave, you unknowingly lose a good person.
Therefore, in the management process, methods and methods are very important. If you use them well, you are happy. The team is trying hard to move forward. If it is not used well, it will bring unnecessary consequences to yourself!

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