How should hotels be managed?

First, fully understand the employees of the enterprise.

Everyone is so simple to himself, but so complicated to others. As a manager, it is not easy to fully understand your employees. But if managers can fully understand their employees, the work will be much smoother. As the saying goes, "a scholar dies for a bosom friend." A manager who can fully understand his employees will be a first-class manager in terms of work efficiency and interpersonal relationship. In particular, it is important for managers and employees to understand each other and communicate with each other psychologically, which is particularly important for managers of small and medium-sized enterprises.

Second, listen to the voices of employees.

Managers of small and medium-sized optical enterprises have strong self-assertion, which is helpful to solve problems decisively and quickly, but on the other hand, it will also make managers go their own way and refuse to listen to other people's opinions, leading to decision-making mistakes.

In the management of small and medium-sized optical enterprises, listening to employees' voices is also an important way to unite employees and mobilize their enthusiasm. An employee's mind will lose his enthusiasm for work except problems, and he can't accomplish the tasks you give him well. At this time, as a manager, you should listen to his voice patiently, find out the crux of the problem, solve his problems or enlighten you patiently, which will help you achieve your management goals. People who make mistakes should also be treated in a listening way, instead of blindly accusing them, and they should be given a chance to explain. Only when you know your personal situation can you prescribe the right medicine and handle it properly.

Third, management methods are often innovative.

Managing employees is like driving a car. When driving, the driver should carefully observe the indicator and the road surface. When the road surface changes and the indicator pointer changes, he should turn the steering wheel to prevent the rollover from hitting people. The same is true for managers. If managers want employees to run on the established track, they should carefully observe and adjust frequently to prevent employees from making mistakes. In a stable large enterprise, managers should pay more attention to the changes of employees and flexibly use various skills to manage subordinates within the basic management framework. For the active managers of small and medium-sized optical enterprises, the responsibility is heavier. They not only can't stick to the rules to manage their subordinates, but also can't use the established model to involve the blueprint of optical enterprises.

Fourth, have both ability and political integrity, and only use quantity.

Everyone has his own strengths and weaknesses in ability, personality, attitude, knowledge and cultivation. The key to employing people is applicability. To this end, as a manager, when employing people, we must first understand the characteristics of each person, that is, there are ten employees, some of whom do things neatly; Some are cautious; Some are good at dealing with interpersonal relationships; Others like to work silently in statistics.

As a manager, we should not only see the scores on the personnel assessment form, but also observe them in practice, and give suitable jobs in combination with the strengths of each employee. Observe their attitude, speed and accuracy in the process of work, so as to truly measure the potential of subordinates. Only in this way can a manager manage his employees flexibly, effectively and successfully, and make his career flourish.

Fifth, dilute rights and strengthen authority.

The management of employees should ultimately be implemented in the obedience of employees to managers or subordinates to superiors. This relationship of leadership obedience can come from two aspects: right or authority. Managers have high status and great power, and those who do not obey will be punished. This obedience comes from power. The personality charm of managers such as virtue, temperament, wisdom, knowledge and experience makes employees' resources subordinate to leaders, and this obedience comes from authority. However, the authority of personality charm is more important than administrative power if enterprise managers want to successfully manage their employees, especially those who are better than themselves.

Six, allow employees to make mistakes

The real world is full of uncertainty, and it is naturally impossible to succeed in everything in such an environment. A person who can do more right things and less wrong things is an excellent person. As a manager, if you ask your subordinates not to make any mistakes, it will inhibit the spirit of adventure, make them timid and make it possible for them to succeed in business opportunities. Adventure spirit is a valuable entrepreneurial quality, and adventure requires courage and capital. If you can take risks from the spirit of uncertainty and rely on some inspiration, you may have a chance of success, but it may also lead to failure. If managers don't allow employees to fail, and risk failure will be severely punished by superiors, then employees will return to the idea of not doing well, so enterprises are an important driving force for development. Therefore, as managers, employees should be encouraged to take risks, innovate and seize business opportunities rationally, and employees should be allowed to fail. Don't be too responsible when subordinates take risks and make ordinary small mistakes; When the adventure is successful, you must praise it and give it a corresponding reward.

Seven, guide employees to compete reasonably.

There is also competition among employees, and there is a difference between fair competition and unfair competition. Fair competition means taking appropriate measures or positive ways to compare. Unfair competition refers to restricting, suppressing or attacking competitors by unfair means.

As a manager, it is an important duty to pay attention to the psychological changes of employees and take timely measures to prevent unfair competition and promote fair competition. Therefore, personnel management has a correct performance evaluation mechanism, and its ability should be evaluated according to its performance, not according to employees' opinions or superiors' preferences and interpersonal relationships, so as to make the evaluation of employees as fair and objective as possible. At the same time, establish normal and open information channels within the enterprise, so that employees can have more contacts, exchanges and positive communication with opinions.

Eight, stimulate the potential of employees

Everyone has different potentials. For people with different characteristics, it is possible to achieve good results by adopting different stimulation methods.