Eight Do's and Don'ts in Hotel Management

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In the management of employees, sometimes a small negligence by the manager will directly lead to a decrease in employees’ trust in themselves. Master the eight “don’ts” and hotel staff will be more willing to listen to you.

01

Sanity: Don’t let negativity dominate

Managers need to pay special attention: emotions are the primary productive force.

The famous professor of psychology and philosophy Damasio once said: When a person is in a bad mood, his work performance must be poor; when a person is full of emotions, his creativity must be super.

Therefore, in order to manage well, hotel managers first need to make their emotions more positive, and at the same time learn to consciously transmit this emotion to employees.

Managers often criticize and scold employees when they get emotional. Anger is understandable, but meaningless. The positive message that I want to express is actually impossible to express at all. Managers should be good at controlling emotions, using emotions and conveying emotions, which is the value of management.

02

Timing: Don’t procrastinate

It is important to deal with problems quickly.

After learning of the problem, the manager should calm down first, and then directly tell the employee what the problem is. If the employee is not told what the problem is, he is likely to take it for granted.

In addition, many hotel managers are sometimes afraid to talk directly to employees, which is not acceptable. Only by communicating with employees more can we “treat the symptoms as well as the root causes”, and at the same time, the time and efficiency will be improved.

03

Approach: Don’t Just Say There’s a Problem

In the process of dealing with problems, hotel managers should sharply point out the crux of the problem and let employees know where he should improve. Just saying “you have a problem” doesn’t actually help the staff and hotel development.

When necessary, the hotel manager should talk to the employees about how to do it, how to do it, why it is done, what an expected goal is… and consider the situation from the standpoint of the employees, and analyze the actual situation. This will make employees more clear about their responsibilities and obligations.

04

Approach: Don’t use the phone to deal with problems

Note to hotel managers, please be sure to schedule a time to discuss issues face-to-face with your staff.

On the one hand, let the employee feel that you value him, on the other hand, face-to-face conversation will be more effective than telephone communication, and both parties will be more authentic and pay attention to the content of the conversation.

For hotel managers, this time commitment is a very valuable investment.

05

Mentality: Don’t go to the sky in one step

No one can get rid of ten bad habits in a short time. Similarly, the focus of employees should also be developed in stages.

In daily work, hotel managers can let their employees focus on one or two aspects of the work details, and make improvements. Gradual progress will receive relatively good results.

At the same time, hotel managers should learn to use the advantages and strengths of each employee reasonably, and then develop into professional and multi-skilled employees, which is not only conducive to the personal development of employees, but also more effective in team management.

06

Self-restraint: unbiased

However, the attitude of hotel managers is very important for creating an atmosphere of finishing. In the internal management of the hotel, rewards and punishments should be clearly defined, and selfishness should be avoided.

Regardless of the size of the hotel, management should treat employees equally. Otherwise, it is easy to cause disharmony among employees, and it is not conducive to the self-management and restraint of managers themselves.

07

Inclusiveness: non-discrimination

Don’t take an employee’s personal situation against him.

Everyone has self-esteem and inferiority. Doing things that make others feel inferior is also an extremely disrespectful behavior. Similarly, if the manager gives employees enough self-esteem and self-confidence when managing employees, I believe that employees will recognize you very much. ,respect you.

Accept different opinions, tolerate and think about some ideas and suggestions of employees, and think about problems more comprehensively.

08

More self-understanding, don’t think of yourself as god

People can not escape from doing wrong. When you criticize an employee, try to discuss it in detail with him in a way that helps him solve the problem.

Don’t make yourself a god who can’t make mistakes, and your employees will be more willing to listen to you.

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