Understanding how to increase productivity is now more important than ever for organisations, with the labour crunch here to stay. Middle managers need to communicate business goals, relate to staff and lift the morale of the team which typically results in better staff retention and performance levels.
Helping young talent to understand the business of hospitality goes a long way towards empowering them. For instance, what were the hotel’s owners looking for when they were building it and how does that relate to their expectations now? Encouraging them to think beyond their immediate operational role puts things into perspective on how it would affect the business when they are faced with tough decisions.
Companies often wait for employees to perfect their jobs before promoting them or giving them more responsibilities. Good talent, however, sometimes leave before they even get to middle management because they do not receive the recognition or encouragement that they need. In an industry that is both highly rewarding and challenging, how can we help them to sustain that passion?
Finding a middle ground
Being at the crossroads of a generational shift in the workforce, this is especially critical. Millennial employees have a sense of the world speeding past them. They expect their careers to move further and faster and have clear ideas of what work-life balance entails. For them, success is about achieving personal goals and seeking new challenges, not simply clocking the hours.
Yet, delegating work and being hands-off is idealistic in an industry that builds on personal relationships. Managing VIP delegates or running multiple events concurrently inevitably leads to working round-the-clock. We have to change how we do business with our own employees if we expect to keep the talent within the industry. It can be about allocating comparable rest-days post events, expanding the team to balance the workload or automating routine tasks to cut away redundancies.
The mentality of having to pay for one’s dues has to change from within the industry. Perhaps the most important function of the middle manager today is to take calculated risks on people and guide them to make the leap from books to practical knowledge. Empower the young talents with passion to make smart decisions and trust that they will succeed.
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