How can you build a team that is more results-oriented?

Building a team requires a lot of effort, for a team to stay motivated and be with the organisation under able leadership requires. Good working condition at work place. A purpose defined against their job. Facilities at work place, like cafeteria, lockers, washroom etc. Good compensation package as per market standard. With the above points you would be able to retain the team & once that's achieved the focus now becomes building them well, achieving operational excellence.

Building a result oriented Team in my opinion is be clear and concise in your objectives. Define the what, how, when, who and where. Once you know who does what, where and when, develop a strategy for how. Ensure that all objectives are SMART, with no bogus grey area.

To cultivate a results-oriented team, establish clear objectives and performance metrics aligned with organizational goals. Foster a culture of accountability by empowering team members to take ownership of their tasks and outcomes. Encourage collaboration and open communication to share progress and challenges. Provide regular feedback and recognition for achievements, motivating individuals to strive for excellence. Lead by example, demonstrating a strong work ethic and commitment to results. Invest in training and development to enhance skills and ensure alignment with strategic objectives, fostering a high-performance culture.

?? In hospitality, clarity is key. I set the stage by aligning our mission with every role, ensuring passion drives our performance. Positional Contracts are an excellent way in doing this. Dive into 'Emotional Equations' book for more. ??

To foster a results-oriented team in your hotel: 1. Define Clear Objectives: set specific, measurable goals for each team member and the overall team; 2. Communicate Expectations: clearly articulate what success looks like and how it will be measured; 3. Provide Resources: ensure your team has the tools, training, and support necessary to achieve their goals; 4. Foster Accountability: hold team members accountable for their performance and follow through on consequences; 5. Encourage Collaboration: promote teamwork and mutual support among team members; 6. Recognise and Reward Success: acknowledge and celebrate achievements to motivate continued excellence.

Turning your team into a results-driven powerhouse is like hosting a superhero training camp: you equip them with the tools, inspire them to unleash their powers, and watch them save the day! So, suit up, cape optional, and let's fly towards success faster than a speeding bullet!

To empower your team towards results: 1. Delegate Responsibility: entrust tasks and decision-making authority to team members; 2. Encourage Ownership: inspire your team members to take pride in their work and outcomes; 3. Provide Autonomy: allow flexibility in how tasks are accomplished, promoting innovation and initiative; 4. Offer Support and Guidance: be available to offer assistance, advice, and mentorship as needed; 5. Set Clear Expectations: define goals and performance standards upfront, ensuring alignment; 6. Foster a Positive Culture: cultivate an environment that values accountability, collaboration, and continuous improvement.

Most successful organisation are built by stong postive employee which are empowered Empowerment comes when you power to them to take quick decision. By trusting them and giving them authority to take key decision

As leader as you empower the team members and you will be amaze with the wonderful results you may have not expected. You do not have to be opinionated, all the same given the mandate to team to show their skills, proactiveness, creativity, and innovation must be guided to be aligned with the set rules and standards.

El empoderamiento per se no resuelve la organización personal en las áreas operativas de un hotel. Además de la actitud, el esquema organizativo de una empresa debe contemplar la intercomunicación de todos los recursos humanos porque es con la transmisión de conocimientos y experiencias cuando los equipos se vuelven más eficientes y las personas perciben el verdadero valor de su talento aportado a la organización empresarial.

La implementación de tecnologías digitales con actualizaciones constantes es cada día más necesaria para la comunicación interna en el equipo de personas que configura el 'front' y el 'back office' de un hotel. Eso que parece una obviedad estratégica condena a buena parte de la industria hotelera a unas ineficiencias insoportables para la cuenta de resultados en tiempos como éstos de carestía laboral creciente, donde la aportación de valor de los recursos humanos es la métrica pendiente por parte del staff directivo de esta industria. La pregunta que todo directivo debe hacerse hoy es con qué herramienta digital y desde qué soporte afronto la gestión del talento personal y la comunicación entre los distintos departamentos del hotel.

I champion open dialogues where my clients can share without fear. ?? I stress the importance of liberating communication within teams. It’s about creating a culture where my clients and their teams can thrive through mutual respect and shared goals. Liberating Leadership provides a framework for this, emphasising the role of open dialogue in achieving collective success. ??

To cultivate collaboration and clear communication: 1. Establish Open Channels: encourage regular dialogue through meetings, forums, and digital platforms; 2. Promote Transparency: share information openly to foster trust and alignment; 3. Clarify Roles and Responsibilities: ensure each team member understands their contributions to the overall goal; 4. Encourage Feedback: create a culture where ideas and concerns can be freely exchanged; 5. Foster a Team Mentality: emphasise collective success over individual achievements; 6. Provide Tools for Collaboration: utilise technology and collaborative tools to streamline communication and project management.

Every one deserves a pet on back when they put effort . It's important to reward them and motivate them . Which could be in form of rewards , bonuses promotion etc. This would help team drive to achive higher heights

In my experience, celebrating my clients' wins, big or small, fuels their motivation. ?? From verbal praise to personalized incentives, I ensure rewards are meaningful. The book 'Peak' explores how understanding what truly motivates people can transform a workplace.

To recognise and reward achievement: 1. Acknowledge Contributions: publicly praise individuals for their efforts and successes; 2. Provide Incentives: offer bonuses, promotions, or other tangible rewards for reaching milestones; 3. Celebrate Milestones: mark significant achievements with team-wide recognition events or activities; 4. Customise Rewards: tailor rewards to individual preferences and motivations; 5. Offer Professional Development: invest in training and career advancement opportunities for high performers; 6. Solicit Input: allow your team members to suggest and vote on reward options, fostering a sense of ownership and appreciation.

En la Alianza Hotelera hemos puesto en marcha un Portal del Empleado donde, además de interesantes descuentos y beneficios para quienes trabajan en cada una de las 20 cadenas aliadas, está contemplado un sistema de incentivos emocionales medibles desde la contribución personal de cada empleado y la valoración que de él hace la empresa y el conjunto de los recursos humanos que la componen. Más que premiar a quien mejor trabaja se trata de reconocer el valor de las personas expresado en la cuenta de resultados de la empresa para la que trabaja.

I don't know anyone who doesn't like being told they've done a good job. And i've never seen it cost anyone a penny! So why don't we do it more often? Often it's because we feel uncomfortable giving feedback. Follow these 3 steps and you can't go wrong: - Be specific about what they did right - Tell them about the positive impact it had (again, be specific). Bonus points if you can tell them how it made you feel - Tell them as soon as possible after the event Start by doing this in private but once you feel more comfortable, start doing it in front of other team members for extra impact!

I've always believed in the power of a growth mindset a ' Business Mindset ' for continuous improvement. By encouraging my clients to see challenges as opportunities, they're more likely to embrace learning and development. ?? It's about creating a culture where feedback fuels progress, and every experience is a stepping stone to excellence. ??

Leading by example is important. It is not fair to ask your team to do what you cannot do, show them that the results can be achieved if they put in the effort.

Great example of this is Satya Nadella talking about transforming Microsoft, (BOOK -Hit Refresh ) Which I whole heartily agree with, learning the power of empathy and growth mindset in leadership. By being open to learning from everyone and every situation, model the behavior you seek in your team, fostering a culture where innovation thrives on understanding and trust.

Conducting regular meetings with your team to share the results and the figures with them and also to discuss the challenges they went through to make it easier for better outcomes is very important in building a team that is more results-oriented.

Build team members individually, everyone has a self pace to be spectacular, be a support system to each team member who is will to be part of the winning team. Be bold to drop members that will set the team back in achieving goals.

A few nuggets: 1. Understand and appreciate varying skills and competences. Meaning there are strengths and weaknesses. 2. Communicate objectives. In doing this, hold ownership of these objectives and make the team do so. 3. Create trust. A team which will be thrown under the bus cannot be cohesive and effective. Everybody wins. 4. Celebrate successes. 5. Be there in the midst of work. This gives opportunity for the team who and superior knowledge, understanding issues and proffering help. 6. Consistently evaluate and provide feedback.

Conducting regular meetings with your team to share the results and the figures with them and also to discuss the challenges they went through to make it easier for better outcomes is very important in building a team that is more results-oriented.

My favourite source of good quality, balanced feedback is to ask your regulars. Offer them a drink on the house if you can survey them with 5 highly targeted questions about their experience in your venue. You'll get guest feedback through your social channels, tripadvisor and google anyway- some of it high quality some of it low quality. But the risk with reacting to online comments is you don't know the source, so you might make changes for people who just aren't your target market. Regulars who have a relationship with the venue know it very well indeed. They see things you don't. Use that to your advantage. They won't always tell you what you want to hear, but that's a good thing!