What are some effective ways to motivate your staff to provide excellent service and upsell products?

one if the best tips I can offer is to hire people who are self motivated but know how to stay in thier own lanes. If you want to keep everyone's focus on task you can't have someone who has no business doing so either correcting or taking over others jobs. second thing is let people do things thier own way whenever possible. Don't micro-manage! 99% of the time if ypu give someone a bit of wiggleroom, they will blow you away ??. People learn differently and they think independently from one another. As long as it's safe to do so and doesn't violet necessarily policies in place. leyt them grow with you.

Teach them how to be storytellers. People are more likely to buy products and services when they connect to the solutions emotionally. The fastest way to connect with emotions is to narratively deliver their benefits and possibilities. There are tonnes of story structures teams can employ in the process, and they should share each other's stories while adapting and evolving the stories so they connect with the right personality types in the right ways. For example, grounded and pragmatic stories will resonate with a pragmatic personality, suited to those who want to feel separate from the example. A creative person might need a more dynamic or inspiring storyline. One they can immerse themselves in as if they are the main character.

I recommend setting 3 clear goals and making them visible. If you are able to update progress throughout the night, even better. You may find that one of the goals is easily exceeding expectations, while another one is lagging behind. Lean into what is working - and consider an overall success metric so that one goal can make up for others that may have not been the right fit for your customers.

It is important to encourage collaboration, open communication and support innovation. It creates a work environment that motivates employees to perform well and also recognizes employees’ efforts on a regular basis. Providing the team with financial and moral incentives upon achieving certain goals based on sales can be a powerful motivator. Providing opportunities for continuous professional growth enhances employee loyalty and helps them develop their skills to achieve higher performance. Organizing workshops and training courses that focus on improving customer service skills can help employees provide a better customer experience. Setting specific and measurable sales and service goals.

Everyone should be working here as a team. As a leader, First thing I would initiate a team meeting to align the tasks and set clear expectations from the staff. Additionally, I would find everyone's weakness and strength points and place each person accordingly. I would never allow anyone to feel they are alone, Mentorship and guidance is crucial for me from the very start. Moreover, setting up incentives or extra tasks is optional and should never be a race between your team members, rather a motivation for them to improve their skills if needed.

Hiring the right people is going to make training so much easier. Some people are just natural at the soft skills and can learn the hard skills quickly. I like to look way back on a candidate's resume to see if there is a trend of them pursuing roles that have a strong customer experience component. This doesn't mean training and support aren't essential! Offering a variety of training modalities that cater to different learning styles will go a long way.

Invest in comprehensive training programs to equip your staff with the knowledge and skills they need to excel in their roles. Offer ongoing support and resources to help them stay updated on product offerings and sales techniques.

I would suggest rewarding performance is one of the best ways to boost confidence and ability. Plus a great way to reward the team is publicly by sharing wins internally and externally in a fun way ensuring the energy from the win/reward travels further then just an A 2 B transaction of praise.

I firmly believe in recognizing and rewarding stellar performance in every employee. Understanding how each individual prefers recognition is crucial—some may prefer public praise, while others prefer private acknowledgment. Getting to know the person is key. I provide various rewards, such as time off, financial incentives, and personalized gestures. For example, one team member loved cheese, so I'd occasionally order her a cheese platter. Also don’t wait for a huge win to acknowledge their work. Do it throughout the year and often.

Las diferentes maneras de reconocer el buen desempe?o de un empleado siempre debieran ser públicas y no privadas, acompa?adas de una gratificación pactada a comienzo de a?o por consecución de objetivos de empresa pero también objetivos que dependan de las áreas de mejora de la propia persona.

We are all motivated by different forms of rewards and recognition, so it's important to understand your team. You could literally just ask them or send out a survey of ideas and have them vote! Or, try various reward types and see which get you the best results.

Tieing bonuses and rewards to clear and specific KPIs, both as individuals and as a team to encourage collaboration vs competition!

Understanding your team, communication and keep them involved with operations, soliciting their feedback and recognition has always well for me. Mutual respect goes a long way in creating the culture of service excellence.

Since we're talking about events, I think the classic high-low game could work here. Every person could share the best and worst moments of the event for them. These would give amazing insights into so many things - what to lean into as strengths operationally, what energizes your team, what demoralizes your team, and what needs improvement.

I agree, You always walked the talk my friend. That is something I emulate as I move up in my career. I’ll never forget how when we were busy you were always there with the team never made us feel lesser than. You were and will always be a leader!

Collecting anonymous feedback has been working really well for us, we have an anonymous chat constantly open and we run smaller/more intimate focus groups to get genuine feedback. We also run 'horror stories' sessions to encourage people to share challenges and mistakes vs being ashamed of them and trying to hide them without giving the rest of the team visibility. With events, things can change and/or go wrong all the time but not sharing those mistakes means we're more likely to make those mistakes over and over again.

Foster an environment where staff feel comfortable providing feedback and suggestions for improvement. Actively listen to their insights and implement valuable suggestions, demonstrating that their input is valued and respected.

You will hopefully have a mix of rockstars and superstars on your team. As the book Radical Candor by Kim Scott explains, rockstars are the people that are A players at the role they are currently doing. You need to recognize them and make sure they have everything they need to continue to do that role well and shine! Superstars are the A players that are busting at the seams, looking for more opportunity. If you don't give it to them, you will lose them. Keep your eye out for both! And if someone on your team is neither, consider if they should be on the team at all.

- One needs to keep in mind employees ob board are a mix of introverts and extroverts - Emphasis on product knowledge by way of its making ( if being made in house ) and tastings in presence of chef - Reason for doing promotion - Target clientele - Possible standardised upsell line - Briefing times answer queries asked by guests - Engage all team members in success not just individuals

Brindar autonomía y confianza al equipo fortalece su compromiso más que cualquier incentivo o formación. Cuando pueden tomar decisiones, se sienten valorados y el servicio se optimiza de forma natural. Además, reconocer sus logros en el momento refuerza la motivación y el sentido de pertenencia, impulsando un desempe?o de alto nivel.