How to motivate employees in hotel personnel management

A very important part of hotel management is the management of people, and hotel personnel management is mainly realized through incentives. Motivation is the process of making employees work hard to achieve organizational goals by meeting their needs. How to use effective methods and means to stimulate the enthusiasm, initiative and creativity of subordinates to ensure the realization of all aspects of the hotel. First, the effective incentive function of hotel personnel management can mobilize the enthusiasm of employees. The goal of employee motivation must be closely related to the hotel's development strategy. The motivation to motivate employees is to try to let employees see the connection between their own needs and the hotel's goals, so that they are in an motivated state. Their efforts in this state not only meet their personal needs, but also achieve the hotel's goals by achieving certain work performance. This kind of incentive of hotel personnel management plays an important role in mobilizing the potential enthusiasm of employees, enabling employees to achieve their work goals well and continuously promoting effective incentives to retain outstanding hotel talents. Motivation exists in every link of human resource management, which embodies the value of employees and makes employees feel that there are new opportunities in the next step. When the employee's technology develops to the top, the hotel can expand his work scope. Increase the workload, make his work challenging, and make employees feel that he has a broad vision in the hotel and can't finish learning things. He can also let them hold administrative posts or special professional and technical posts in the corresponding posts, which not only makes them feel that the hotel attaches importance to them, but also gives them a platform to display their careers. Therefore, hotel personnel management is suitable for motivation, which makes employees have a great role in the sense of belonging to the hotel. Second, the problems that should be paid attention to in the effective incentive of hotel personnel management, and the basic work must be improved. Without scientific and perfect post planning and post analysis, it is difficult to ensure a fair and just evaluation of the work of people in different positions, and it is also difficult to establish an objective performance appraisal system. A good performance appraisal system will have a positive incentive effect on employees. On the contrary, improper performance appraisal of hotel personnel management will affect the enthusiasm of employees. Spiritual encouragement cannot be ignored. Many hotel personnel managers don't understand the importance of spiritual motivation to employees and often neglect to do it. They think that when my subordinates understand my sincerity, the form is not so important. That was not the case. There are also most managers who think that it is natural for employees to do well and do right. Why praise them? As for doing something wrong or not doing it well, it is unforgivable and they must be criticized or scolded at once. You know, anyone wants to be praised, and anyone who gets the right praise will be motivated. Don't let time slip away, but seize any opportunity. The praise conveyed immediately can have a positive impact. Incentive is not equal to reward. Many hotel personnel managers simply think that incentive is reward, so when designing incentive mechanism, they often only consider positive incentive measures, while ignoring constraints and punishments. Incentive in a complete sense should include two meanings: incentive and constraint, and reward and punishment are the unity of opposites. Incentives are not all encouragement, but also many negative incentives, such as fines, demotion, salary reduction and even elimination. Rewarding failure is also one of the typical characteristics of encouraging and allowing failure, which is a positive and innovative environment.