As a hospitality manager, you know how important it is to have a team that shares your vision, values, and goals. But how can you communicate these to new members who join your team? Here are some tips to help you create a strong and cohesive team culture that welcomes and engages new hires.
The first step is to explain your values clearly to new members, preferably during the orientation or training process. You can use stories, examples, or scenarios to illustrate what your values mean in practice and how they guide your decisions and actions. You can also ask new members to share their own values and how they relate to yours, to create a dialogue and mutual understanding.
The second step is to model your values consistently in your own behavior, communication, and feedback. You can show new members how you embody your values by being respectful, supportive, and professional in every situation. You can also give them constructive feedback that reinforces your values and helps them grow and improve. By doing so, you can set the tone and the expectations for your team culture.
The third step is to celebrate your values regularly by recognizing and rewarding team members who demonstrate them. You can use formal or informal methods, such as awards, incentives, shout-outs, or thank-you notes, to show your appreciation and gratitude. You can also create opportunities for team bonding and fun, such as social events, games, or challenges, that reflect your values and foster a sense of belonging and camaraderie.
The fourth step is to review your values periodically by asking for feedback and input from your team members, especially new ones. You can use surveys, meetings, or one-on-one conversations to check how well your values are aligned with your team's needs, goals, and preferences. You can also use this information to update or adjust your values if necessary, to keep them relevant and meaningful.
The fifth step is to reinforce your values continuously by integrating them into your daily operations, policies, and procedures. You can use your values as a framework for decision making, problem solving, and innovation. You can also use them as a basis for performance evaluation, career development, and conflict resolution. By doing so, you can ensure that your values are not just words, but actions that shape your team's culture and success.
The sixth and final step is to communicate your values effectively to new members, as well as to your existing team, customers, and partners. You can use various channels, such as newsletters, posters, videos, or social media, to share your values and showcase your team's achievements and stories. You can also invite new members to contribute their ideas, opinions, and feedback, to make them feel valued and involved.
When communicating, it's important to consider who you're speaking to and what they need to know. Keep your message clear, concise, and organized. Start with the most important information and use short sentences with only necessary details. Avoid using complex language or jargon and instead use simple, everyday words. Use active voice to make it easier for your audience to understand. Additionally, be open to feedback and actively listen to improve future communication efforts.