How to reduce the psychological pressure of hotel employees

A large number of studies show that excessive work pressure will do great harm to employees' physical and mental health, and also have negative effects on the organization, such as causing employees' dissatisfaction, negativity, high turnover rate, absenteeism and so on. Especially in the catering industry, service products are mainly provided by front-line service employees. Facing the fierce competition in the new era, enterprises must attach great importance to employees' psychology, do their best to reduce the psychological pressure of front-line employees, realize harmonious management and promote the development of enterprises. First, the source of psychological stress of front-line employees is 1. There are many reasons for the pressure from work, such as lack of innovation, difficulty in work and low work value. If employees don't feel the challenge or excitement of work, or don't believe that their efforts are valuable, there will be apathy, boredom, low morale and lack of self-worth, which will cause great psychological pressure. In addition, repetitive, simple and short-term work is easy to make people tired, and employees think that passive, low skill requirements, lack of diversity and low participation in decision-making will also cause stress. 2. Pressure from internal bosses Some managers are unscientific in management, which will also lead to employees' stress psychology. Especially some managers with low quality are very demanding of their subordinates. They are actually seeking a kind of psychological compensation for their past hard work, but they ignore the ideological education and positive encouragement to their subordinates. Under this bureaucratic management and suppression, employees' thoughts become a stagnant pool, and they will lose their enthusiasm and enterprising spirit for work and life. 3. The pressure hotel from external customers is a comprehensive labor-intensive industry, which needs constant contact with external customers. Now some hotel enterprises take "customer is God" as their aim, which makes the front-line service staff have to spend time predicting customer behavior and meeting customer needs. However, if employees' cognition of their roles is inconsistent with customers' expectations of their roles, it will directly affect employees' job performance and satisfaction, affect employees' emotions and produce pressure. Second, the hotel front-line staff psychological stress management countermeasures 1. Establish a scientific salary and welfare system and a reward and punishment system. A scientific salary and welfare system should establish an appropriate relationship with enterprise benefits, reward the excellent and punish the poor, and reflect the contribution of seniority and technical level. Material rewards should try to meet the actual needs of employees, establish a reasonable promotion system, and motivate employees to improve service quality. Through the salary system, help employees to establish a correct work vision, establish the psychological connection between hard work and salary increase, and improve the pressure psychology of employees to work hard. 2. Analyze the source of work pressure and "reduce the burden" for employees. Be good at identifying various sources of stress and formulating countermeasures for different pressures. It is necessary to analyze and study the work pressure, whether there are problems such as improper assignment of tasks to employees, too tight working time limit and too high goal setting. And this arrangement or design has not been carefully studied or unrealistic. If so, it is necessary to readjust the work objectives, contents, time limit, etc. And redesign the work tasks, so that employees can achieve the effect of "reducing the burden", thus truly matching people. 3. Paying attention to communication between superiors and subordinates and coordinating interpersonal communication is the basis of interpersonal coordination. Managers should be good at guiding employees to understand their work consciousness, promoting employees to establish emotional relationships with guests, cultivating employees' ability to deal with difficult problems with appropriate authorization, increasing work challenges, improving employees' sense of accomplishment, and setting up "grievance awards" to comfort aggrieved employees. 4. Create good working conditions and optimize the working environment. Treat employees like guests and give them a "comfortable, clean, tidy and safe" environment. Through the perception of light, ventilation, air, color, goods placement and other conditions in the working environment, we can optimize the working environment of employees and make them feel comfortable. Under the environmental conditions of sufficient light, fresh air and good ventilation, provide employees with equipment and facilities suitable for work, design orderly service workflow, improve employees' work desire and creativity, and promote the improvement of work efficiency and service quality. Starting from the needs of human comfort, create a good working environment and reduce or eliminate the discomfort caused by bad working conditions to employees. 5. Affirm the value of front-line employees and give full play to the role of spiritual encouragement. It is very important for all management to fully understand and affirm the value of every front-line employee. Praise from the heart of leaders can obviously improve the morale of frontline staff, just like giving heavy artillery support to frontline soldiers. The combination of spirit and matter will play a greater role. 6. Create venting conditions and make psychological adjustment for employees. The front-line employees in hotels are nervous, busy and stressed, so enterprises need to do a good job in psychological health care and stress adjustment of front-line employees. Enterprises can conduct psychological training for employees to help them establish correct values.