Hotel lobby management knowledge

Management refers to the activity process in which managers in a certain organization coordinate other people's activities by implementing the functions of planning, organizing, leading, coordinating and controlling, so that others can achieve the established goals together with themselves. It is the most common and important activity in all kinds of human organizational activities. The following is my management knowledge about hotel lobby for your reference, hoping to help friends in need.

Hotel lobby management knowledge

Although the size of the lobby is influenced by management knowledge, humanized management is one of the cores of hotel management.

Hotels serve people, provide accommodation and catering, and are the service terminals that people need to provide life. Therefore, people-oriented management is also one of the core of hotel management. What is people-oriented management, as the name implies, is people-oriented management. As we all know, "customer is God", so motivation is the core of humanistic management in traditional management methods. Employees are the ultimate target of customer-oriented service. The attitude and image of employees are the first impression of customers on hotels, so employees are also one of the objects of people-oriented management.

Incentives for employees are not only material manifestations, such as giving gifts and bonuses during festivals. At the same time, we should also pay attention to the mental form, and the combination of the two will achieve the ideal effect.

Common methods:

First, the goal (set a hotel performance target), for a hotel, profitability is the most critical, traditionally, it is to look at profitability at the end of the month. On the contrary, if the performance target of this month can be announced at the meeting at the beginning of the month and the corresponding rewards are promised, employees will be more motivated and will actively recommend new services or new dishes of the hotel.

Second, feelings (more heart-to-heart communication with employees, do not let employees bring personal emotions to work) employees are people, not machines, and naturally have emotions. If it is not solved in time, this kind of emotion will spread to the whole hotel, which will be very bad. If a consulting room is set up, try to help solve all kinds of life problems of employees. Work that makes employees happy.

Third, the crisis (a sense of urgency can always make people play their potential), employees have a lazy mentality. In a comfortable environment, the attitude towards work seems to muddle along, which will affect the image of the hotel. Therefore, moderate crises, such as layoffs and substandard welfare, allow employees to exert their maximum potential in their posts.

Fourth, role models (taking an excellent employee as an example) and monthly excellent employee awards can motivate employees to compete with each other, and competition can better improve the quality and work skills of each employee.

Five, rewards and punishments (rewards and punishments are clear, employees know fairly well), those who have made meritorious deeds in their work should be rewarded, and those who have made mistakes should not be informed criticism, so that employees can know what is right and what is wrong. So as not to bring huge losses to the hotel in the future work.

Six, material (some life is really material comfort will make employees feel warm) one year passed quickly. Many hotels hold parties at the end of the year, just to make employees feel at home. Reasonable use of these six incentive methods to mobilize the enthusiasm of employees for service.

Only at work can we show the best side to customers and enhance the overall image of the hotel. Rational use of people-oriented management to achieve hotel efficiency goals is the most successful performance of managers.