What should be done as the basic management of the hotel?

The qualities that a basic hotel manager should possess. For your reference, although it is the experience of others, it is indeed the case.

First of all, lead by example:

As a grass-roots manager, you must always set an example in your work, from the implementation of hotel rules and regulations to gfd, words and deeds, work attitude and so on. Be a good leader of employees. It is necessary to understand the truth that "example is more important than words" and influence, drive, guide and educate employees with self-image of talking less and acting more. There are no bad soldiers, only bad generals. The quality of employees' work is like a mirror, which can directly reflect a manager's management ability.

Second, the professional quality:

As the saying goes, "it takes hard work to strike while the iron is hot." A good grass-roots manager must first master the theoretical knowledge and business operation skills of his team or department. Imagine, as a manager, without this knowledge, how can there be quality standards, how can it be possible to test and guide the quality of employees' work? How do you convince employees of your management?

Third, fairness and justice:

The most taboo in management is not how strict the rules and regulations are, but whether the process of implementing the rules and regulations is fair and just. Any partiality caused by small groups and personal relationships will lead to employees' dissatisfaction and managers' trust crisis, and directly affect the implementation of rules and regulations and the benign development of work.

Fourth, be honest with each other:

At work, we should have the attitude of "one big belly can accommodate all rivers" and be able to listen to different voices, whether they hold the same opinion or cooperate with each other. "Good medicine tastes bitter, but advice is hard to hear", especially for employees who can bravely put forward different opinions to you, they should be able to treat problems frankly. If employees put forward different opinions to you, you should thank them, indicating that employees trust you and hope you can do better. You can't ignore, exclude or even retaliate. Such managers will only make employees look down on you and resist you.

Verb (short for verb) learning ability:

There is no end to learning. As the saying goes, "It is never too old to learn". If an organization wants to develop continuously, it requires its members to keep learning new knowledge. In today's rapidly changing information society, as the foreman and supervisor of the basic management of the hotel industry, we should make every effort to make use of our spare time and keep learning. Only through learning can we constantly improve our own quality, occupy a place in the fierce competition in the talent market, keep abreast of industry trends and keep up with the pace of the market. In order to better guide and train your department or team members to make continuous progress. It is not advisable to study or do things without following the old experience.

Six, training ability:

The work performance of members in a department or team is directly related to the training ability of the supervisor and foreman of the department or team. Training is the eternal theme of the hotel industry, and our supervisors and foremen must have the ability to train employees in departments or teams. As a grass-roots manager, in addition to doing their own work, we should also do a good job in short-board training for employees and stage planning of hotels. Only when most employees of the whole team or department are motivated can the whole team make progress (the "olive-shaped" team principle advocated by the enterprise management circles today).

Seven, analysis and judgment ability:

Be able to objectively analyze, judge and evaluate the problems in work and the performance of employees according to the facts. Have their own thinking and judgment ability, don't follow suit, don't follow suit, don't be indecisive, and don't participate in spreading hearsay gossip.

Eight, sense of responsibility:

Have a sense of responsibility at work, and have a high sense of responsibility for superiors, subordinates, guests and even the whole society. Especially when there are mistakes in the work, you can bravely take responsibility, don't shirk responsibility, and actively find out the reasons and correct them in time to prevent similar things from happening again. What makes employees despise and dislike most is that his boss always tries his best to find excuses to shirk his responsibilities when he encounters problems or needs to take responsibility. How can such a manager have prestige?

Nine, communication and coordination ability:

The communication here includes internal communication and external communication. Internal communication refers to communication with upper-level leaders (superiors), coordination with other horizontal related personnel (peers), and communication with subordinate employees (subordinates). Because there are too many contents involved, I won't list them here.

External communication mainly refers to communication with guests. As a grass-roots manager, the communication with guests is generally based on the service in the hotel, such as understanding the customer's consumption demand, consulting the customer's satisfaction with the service products, and handling the customer's dissatisfaction (when in the complaint stage, such as rising to the complaint stage, it is generally handled by middle and senior managers such as department managers or full-time assistant managers in the lobby). ) and so on.

Ten, language ability:

The languages here include body language and oral language. Body language is mainly reflected in the use of correct body language when communicating with superiors and subordinates, such as eye contact (for example, when employees are busy at work, they can feel "tired but happy". )。

Oral language mainly refers to the inability to use blunt orders, reprimands, sarcasm, insults, threats or begging in management and service language. In many cases, the foreman and supervisor feel guilty because of using improper statements in the management process, which causes great psychological pressure to ordinary employees, makes employees feel disgusted, and even begins to resist.

XI。 Elasticity:

Convenient, flexible, enterprising, not clinging to shortcomings, not sticking to the rules, especially when encountering unexpected events, can give consideration to the interests of hotels and guests, seek the best combination point, and solve the problem satisfactorily. This ability to deal with emergencies cannot be created overnight. We should accumulate more experience in our daily work and study so as to keep calm in an emergency.

XII. Observation:

He is good at observing words and deeds, and can analyze the psychology and thoughts of guests from their clothes, words and deeds, so as to better serve them. Internally, I can gain insight into the thoughts of leaders and employees. This is not to say that deliberately study the psychology of superiors, please and flatter. Mainly through careful observation, better understand others, in order to better carry out the work.

Thirteen, organizational ability:

Can give full play to the talents of subordinates, be good at organizing manpower, material resources and financial resources, and achieve the best work effect with the least investment.