The Myth of the “Self-Managing” Location: Why Every Property/Site Needs Active Leadership

After years in the hospitality industry, managing multiple locations nationwide, I've noticed one phrase that keeps coming up time and time again. It’s a phrase many leaders hear or even say themselves: “That property or location manages itself.” The idea that a location can operate without consistent guidance and oversight is an attractive one, especially in large organizations with multiple sites. After all, if one property seems to run smoothly without intervention, why spend valuable time checking in?

However, the reality is that no property or location truly “manages itself.” Eventually, a leader at an “unmanaged” location will grow disengaged and detached from the company’s larger vision and operations, which can lead to a variety of challenges. This article explores why neglecting regular check-ins is risky and offers practical solutions for keeping remote locations connected and engaged, even when you can’t be physically present.

The Risks of Assuming “Self-Management”

When leaders let a location “manage itself,” it may seem like things are fine at first. However, over time, several issues can surface that can impact not only the site’s success but also the organization’s reputation, culture, and financial performance.

1. Isolation and Disengagement of Site Leaders Site leaders at neglected locations often feel isolated and undervalued. Without regular communication with company leadership, these leaders may feel as though they are on their own, leading them to grow detached from the company’s core values and objectives. Over time, this isolation fosters disengagement, and the once-proactive leader may start to lose enthusiasm, resulting in a shift to “maintenance mode” rather than striving for excellence.
2. Operational Drift and Inconsistency Without oversight, locations often develop their own practices, which can lead to inconsistencies with brand standards, customer service, or quality control. The lack of alignment creates an “island effect” where the location operates independently from the rest of the company, which can confuse customers and staff who expect a uniform experience.
3. Increased Potential for Problems From compliance issues to employee disputes, unchecked properties are more susceptible to various operational and personnel issues. Without regular check-ins, small problems can grow into bigger ones before leadership is even aware. By the time issues come to light, they often require far more resources to address than if they had been managed proactively.
4. Missed Opportunities for Growth and Improvement A location that lacks regular leadership interaction misses out on growth opportunities. From learning about best practices adopted by other locations to receiving insights on improving efficiencies, disconnected properties are left out of the loop on valuable knowledge-sharing that could improve their performance.

Practical Solutions for Remote Leadership Engagement

A property or location may not always require hands-on management, but it does require active engagement from the larger organization. Here are some solutions to help leaders stay connected and maintain a pulse on locations that are physically distant:

1. Virtual Check-Ins and Monthly Updates

Schedule regular virtual check-ins with site leaders. These meetings can be bi-weekly or monthly and should be more than just a status update. Use this time to discuss successes, challenges, and any support needs the site may have. Asking open-ended questions about their experiences helps foster a connection and lets the leader know that their contribution is valued.

2. Leverage Technology to Streamline Communication

Utilize platforms like Slack, Microsoft Teams, or dedicated project management tools to create a consistent line of communication with remote locations. By establishing a regular virtual presence, you can keep your finger on the pulse of each site, even when in-person visits aren’t feasible. Encourage site leaders to share updates, ask questions, and reach out for support. This approach helps bridge the gap created by physical distance and reinforces a sense of community within the organization.

3. Create a Mentorship or Buddy System

Pair remote site leaders with other leaders in the organization who can serve as mentors or sounding boards. This helps the site leader stay connected to the company’s values and fosters a culture of shared knowledge and collaboration. A peer-to-peer connection can provide the support a site leader needs while reinforcing that they are an integral part of a larger team.

4. Provide Access to Resources and Training

Make sure site leaders have the resources and training they need to succeed. Offering ongoing professional development opportunities, whether through online training or regular workshops, demonstrates a commitment to their growth and helps them feel engaged. When leaders feel invested in, they’re more likely to remain motivated and aligned with the company’s overall mission.

5. Establish Key Performance Indicators (KPIs) and Accountability Systems

Set clear KPIs and goals for each site, and review them regularly. By setting specific targets, you can assess each location’s performance and provide constructive feedback when necessary. Site leaders who understand what’s expected and receive regular feedback are more likely to stay motivated and perform at a high level.

6. Regular On-Site Visits (When Possible)

Although virtual check-ins are helpful, periodic on-site visits are invaluable for building rapport and getting a true sense of the site’s environment. If you can’t visit often, try to plan occasional trips to meet with the site leader in person, observe the team dynamics, and demonstrate your interest in their work. The in-person connection strengthens the relationship and reinforces that their work is vital to the organization.

Bringing It All Together: No Location Truly Manages Itself

Leaders need to let go of the myth that any property or location can “manage itself.” While some locations may appear to operate smoothly without oversight, the long-term risks far outweigh the short-term convenience. The “island effect” can lead to disengagement, operational inconsistencies, and a lack of alignment with the organization’s mission and standards.

By implementing regular check-ins, establishing consistent communication channels, and offering support through mentorship and training, leaders can ensure that each location feels connected, valued, and engaged. With the right balance of oversight and autonomy, site leaders can thrive as integral members of the organization rather than isolated managers.

In short, great leaders don’t leave their properties to manage themselves — they actively support and engage with them to create a unified, high-performing organization. Remember, every location deserves the guidance, attention, and support needed to flourish as part of a greater whole. And this is the mark of a true 360° IMPACT leader, someone who ensures that every part of the organization, near or far, feels connected and empowered.

Schedule a Discovery Call to discuss how coaching can help you and your team unlock full potential!