You're a hotel manager with a large staff. How can you keep everyone on the same page?

To ensure alignment among a large hotel staff, implement regular and transparent communication channels, such as team meetings, newsletters, or a dedicated internal communication platform. Develop standardized procedures and protocols, offering comprehensive training programs to ensure all staff members are well-versed in operational expectations. Foster a culture of collaboration and feedback, encouraging open dialogue to address any concerns and maintain a cohesive and informed team.

Assemble a team that meets often, distributes written instructions and policies in detail, uses digital tools for collaboration, and cultivates an environment where communication is open and honest in order to maintain cohesiveness.

To become more effective at communicating, information sharing needs to be digitised. Hotels need to use the kind of technology that replicates our mobile, socially connected lifestyles. In the hospitality industry, professional digital communication tools (not WhatsApp) can provide this platform. They allow information to be shared via a team app, employee portal, group messaging app, and workforce platform. Everything can be accessed via desktop and mobile, so all staff at the hotel are connected and in the loop at all times. Gone are the days of the Staff Bulletin board.

Make sure that the hotel management software give you the information when you need it. ie pace of room cleaning and extrapolation's vs historical arrival data for busy hotels. Same for all departments, minimum stock levels should be set with alerts visible in hierarchy when these are passed. The days that the GM is last to know about a potential problem should be over. It is better to know as early as possible

Para mantener a todos en la misma página, fomento un liderazgo cercano. Como Director de Operaciones, creo firmemente en la importancia que tiene el liderazgo en la construcción de un ambiente de trabajo positivo. Realizo reuniones regulares para compartir objetivos y logros, pero también para escuchar las ideas y preocupaciones de cada miembro del equipo. Crear un sistema de comunicación y control interno es clave, pero más allá de eso, promuevo un sentido de pertenencia. Creo que cuando las personas se sienten valoradas y entusiasmadas por el proyecto, están más dispuestas a colaborar y empujar en la misma dirección.

Line-ups - reuni?es rápidas e DIáRIAS. Todos os dias o time precisa discutir o cenário de chegadas, saídas, reclama??es, solicita??es especiais, eventos da casa, habitues, VIPs etc. Importante ter uma reuni?o gerencial e depois cada setor ter a sua, discutirem a occ, KPIs e outros indicadores, a??es de RH e políticas internas.

Daily HOD meetings should be brief with essential information shared eg.. Common information such as number of arrivals / departures, ARR, occupancy forecast should not be discussed, all HOD's should be aware of these. Perhaps a daily question from the GM to one of the HOD's at random about common figures will ensure the HOD's read the actual daily reports. Keep the pace of regular meetings fast to not waste valuable and expensive management time.

Holding regular meetings is key for success. When I was a front office manager, I held department meetings sometimes monthly if necessary to keep the team focused on the goal as well as allow them to have a voice and express their needs and ideas. One of my full-service hotels that I worked at had daily manager meetings due to how many managers they had as well as the size of the hotel and all the business they did.

Clear lines of communication is key in getting everyone abreast. Managers and line supervisors should ensure that information is cascaded down to everyone. Regular trainings, memos and mobile groups will help disseminate information quickly. Create an environment where everyone feels free to ask questions, information alone is not enough unless it’s converted to knowledge. Once people understand what is being communicated then it’s easy to have everyone pulling in the same direction

No partiality in between team. Treatement to everyone should be same. If we keep partiality team gets disturbed and distracted

Two-way communication is vital. Your team needs to feel that they are connected. That they belong to the organisation. Using digital communication tools you can allow for two-way communication. Not necessarily on everything. There will be posts that are communication top-down, but the platform will also allow for communication from your associates upwards to senior leaders.

To appreciate feedback and implement change you first have to teach about how to use feedback as constructive criticism. A skill needed to take emotion and self out of the equation so you can step back and access areas for improvement and areas for praise. From this staff can begin to self assess; creating awareness for personal and business development. Feedback and follow through is also important for management to give to staff, to create a positive relationships.

Hold a monthly round table discussion / lunch with your operations staff. Invite at least one from each department with no HOD's. Make sure all who attend understand that your purpose is to improve the work quality for them, make it more efficient and that all discussed is confidential with no repercussion's for anything said that is critical of a workflow of supervisory skill. Explain to the staff your goals for the hotel and feedback on all that you hear from them. I implemented this in several hotels, got some great information that I was not aware of and had good feedback from this.

Follow through, follow through & follow through. This helps keeping matters on track and on time. Eliminating specifics from being loosely translated.

Stay positive and spread positivity in to the team members. As a manager you need to be a role model for your teammates in other words lead by example. If you as a manager self motivated definitely team will be inspired and well engaged. Monthly get together very important specially colleague getting recognised and rewarded for their efforts. Open door policy, no favouritism, no dictation despite maintain friendly environment and be a good listener. Often time to time gather staff feedbacks in order to understand what they are up to or what changes can be done to improve or reach their expectations. Conduct trainings to groom them up to brand standards.

Continues training and brushing up the skills is one of aspect, which helps employees to be collaboratively motivated and self engaged with productive work to get the maximum outcomes.

Train your team members about the business and how it's running. There's a great chance they'll come up with better process within the department and also ideas to help the company. As the manager be open for ideas and welcome them with open mind.

It is super important to support staff with guidance, feedback, and recognition while also encouraging them to learn from mistakes, as this will help them grow professionally and personally. By training and empowering your staff, you can create a positive and productive work environment that benefits both your employees and your organization.

Train and empowering the staff, make the checklist of each areas that they are weak and amplify those areas to the staff in order to make them stronger and productive. Furthermore give same treatment not just only conducive with favoritism and do not use the micro management to allows them freely work with ethics and integrity.

Team bonding activities have always been a huge part of my management style. Our employees are people too and they deserve to be recognized for their contributions to the experience of guests. My teams in particular are who you see first/last on a trip and that in itself is a lot of pressure, so the major key is to make sure that they feel taken care of, and in turn they will take care of guests.

Make yourself accessible to anyone, don’t be the king in your castle but the guide on a journey! Communication is the most important aspect here, as a hotel manager you should be able to talk with the tone and language that is easily understood by anyone within the company. Keeping everyone on the same page means; objectives, goals and values are integrated in the company culture from top to bottom and from bottom back up ??!

Como líder, é importante que você modele os comportamentos que deseja ver em sua equipe. Demonstre comprometimento com a hospitalidade sustentável em suas próprias a??es e tome medidas proativas para promover práticas sustentáveis em toda a opera??o do hotel. Criar uma cultura de gratid?o também é uma base forte para manter a equipe unida, mosttrar aprecia??o e pedir que eles mostrem uns pelos outros é uma maneira de criar coopera??o e empatia.