As a hotel supervisor, how to manage time effectively?

Make a plan, actually analyze specific things, and be serious when you should be serious. I checked online marketing for you. Supervision and management refers to the hotel manager's command and management of subordinates at the work site. Among them, command management refers to the manager's proper work assignment to his subordinates, which is mandatory and must be obeyed. Guidance management refers to the manager guiding subordinates how to complete the assigned work.

Specifically, there is a close dual relationship between command and guidance. Their similarities are professionalism, leadership and determination; The difference lies in the mandatory command and the helpful guidance.

When the subordinate employees are required to work according to the hotel's norms, the grass-roots managers are firm commanders, while at work, the grass-roots

Managers must give different guidance to different employees. We should give more basic quality education to new employees and more guidance to old employees at the same time. Work needs to be done collectively. It is an effective means to generate collective cohesion by effectively utilizing employees' thirst for knowledge, stimulating employees' self-motivation and helping employees enter the work role as soon as possible. Through the work experience learned from grass-roots managers, employees are more emotionally attached to them, which is conducive to cooperating with the strict management of leaders.

Grass-roots managers need to have the following qualities in order to better implement supervision and management.

Correct attitude and image

Grass-roots managers are the closest and most authoritative superior employees in employees' minds. Their every move and earnest work are examples for employees. Therefore, first of all, we should start from our own behavior, face our daily work with a positive attitude, earnestly perform our duties, pay attention to details, grasp the key points, and set high standards for ourselves.

1. Avoid problems that employees don't understand at work. When employees violate discipline, grass-roots managers must immediately criticize and guide them, otherwise employees will have the psychology of leading and fooling.

2. Avoid a single working method, because human factors are the most important in management. A good manager should know every employee, fully mobilize the enthusiasm of employees, and find the best way to work from person to person.

3. Avoid improper methods Grass-roots managers sometimes encounter situations in which things are arranged, employees do not obey or even collectively resist. 90% of the reasons for this situation are that managers blindly arrange their work according to their personal thinking. In order to avoid this phenomenon, grass-roots managers should have enough knowledge of the work in advance, fully understand the mentality of employees, do ideological work well, stimulate the enthusiasm of employees, and distribute the work reasonably.

4. Arrange work priorities. As a manager, you don't have to insist on perfection, and you don't have to do everything yourself, which will lead to low work efficiency. Specifically, grass-roots managers should focus on key work every day, arrange the work that can be arranged for others, and tell him that he is the most ideal candidate, which is more effective than general orders. Managers should allocate their time by their own work, and 70% of the 30% key work can be completed every day is success.

Master interpersonal management skills.

Grass-roots managers should have their unique personal charm among employees, which comes from their professional proficiency, rich knowledge and experience. Modern hotel managers at the grass-roots level must master industry-related knowledge, such as language, social interaction, law, psychology, economics and so on.

According to statistics, there are five main reasons why grass-roots managers can't correctly assign tasks in hotel work:

1. I don't know my role. Managers are unfamiliar with the work and can't grasp their position in the work.

2. Unwilling to give up the original handiwork. Most managers work step by step at the grassroots level and are very familiar with grassroots work. I didn't change my role immediately after my promotion, so I became an excellent waiter but not a qualified manager.

3. The ability is not strong. Managers who are worried that others will surpass them and lack self-confidence often show this very prominently when assigning jobs. They are worried that others will not be able to distribute their work fairly because their work performance exceeds their own.

4. Improper authorization, lack of understanding of employees, and failure to "use people without doubt, suspects without use".

5. Hands-on will make employees become lazy, don't believe in their own abilities, and dare not delegate.

The common causes of supervision failure are related to interpersonal relationships; Related to personality and behavioral defects; It is related to the management ability of planning, organizing, coordinating, employing people, guiding, controlling and evaluating.

Develop top-down authority

Modern management theory holds that authority is meaningless unless subordinates are willing to obey the authority of superiors. Grass-roots managers should not only establish high prestige among employees, but also understand employees and emphasize the importance of people. Employees are thoughtful, creative and capable, and should give full play to their intelligence and initiative.

It is far from enough for the grass-roots managers of modern hotels to meet the above requirements in practical work. They must know how to skillfully use the command function. Specifically, it is necessary to do the following:

1. The use of power is a means to do a good job in leadership. The word "authority" comes from the explanation of power. The supervisor should make full use of the intermediate link of the foreman, implement the "straight line management principle" of the hotel, pay attention to cultivating the working ability of the foreman, and purposefully keep the distance between himself and the ordinary employees at a certain level. "Virtue" should make employees sincerely grateful, and "punishment" should make employees convinced, so as to better establish prestige.

2. Cultivate their influence among employees. Employees respect their leaders. Admiration and conviction are the motives for obeying orders. They can make their subordinates feel obedient, friendly and awe through their expertise, professional ability, ideological level and moral outlook.

3. Understand the meaning of command, leadership and guidance, work with subordinates, let employees carry out the leadership intention of managers, and help managers solve problems encountered in their work.

4. Master the basic daily work such as directing activities, mobilizing enthusiasm, coordinating, handling differences, organizational change and authorization. As the grass-roots manager of the hotel, he has the power to directly manage the grass-roots staff, and the management level of the staff is directly reflected in the work efficiency and economic benefits. Choosing appropriate supervision and management methods is the basis for completing tasks with high quality. Its purpose is to make subordinates obey the command effectively, strive to complete the task, enhance the cohesion of the hotel, and realize the ultimate goal of the hotel decision-making level.