A good leader motivates team members to perform their individual roles successfully. A strong leader, on the other hand, engages employees and encourages them to take ownership of their positions and seek opportunities to grow. But, how does a manager increase engagement among their team?  

Unfortunately, there is no one-size-fits-all approach to team leadership, as needs differ from one to the other. However, leaders that focus on strong communication and fostering an environment where employees are free (and encouraged) to offer feedback are often the most successful. For teams to succeed, employees need to be actively engaged in their work, the company, and its success at all times.

Communication Among and Within Hotel Teams

Within a single hotel or extended stay accommodation, there are constantly several functional teams working to ensure smooth operations and a pleasant guest experience. It’s easy for teams to function in a silo in hospitality – meaning housekeeping focuses solely on cleaning responsibilities, maintenance staff focuses solely on their safety and security duties, etc. It’s important to have strong functional teams, but communicating effectively across functional areas is equally as important to employee engagement as it is to smooth operations. When contributors know exactly how their role contributes to overall company goals, they are more likely to push themselves to perform higher-quality work.

At the team level, that remains true. Creating clear channels of communication among team members fosters collaboration. Employees often then take ownership of finding even better ways to collaborate with each other to improve the efficiency or effectiveness of the team as a whole.

Employees Need to be Heard

Fewer things can discourage an employee more than their feedback, opinions, questions, or concerns to go unnoticed or disregarded. It’s not enough to simply listen to staff input. Strong managers seriously consider that feedback when making decisions that impact the organization.

Those on the ground level within a hotel have a unique perspective to add when it comes to operations. They can often identify issues or opportunities to improve how the hotel functions. Such efficiencies can be missed if all processes are created with a top-down approach. Regularly engaging with team contributors is also key to catching any issues before they have a chance to escalate. For example, regularly checking in with staff about any safety concerns can prevent series issues or injuries by triggering solutions proactively rather than reactively if left to worsen.

Recognition and Compensation

While lucky members of the workforce have secured careers that align with their passions in life, many others simply work a job for the compensation offered to be able to support themselves and their families. Either way, employees want fair compensation and to be appropriately paid for the work they provide the company. An easy way to disengage employees from their roles is to make them feel like their contribution doesn’t align with their compensation. Offering competitive wages helps employers in the hotel industry retain strong talent and reduce turnover.

Beyond regular compensation, regularly rewarding hard work keeps engagement high as well. It can be tough to remain motivated in an industry where shifts are often repetitive. Strong managers find unique ways to keep motivation high. Monetary incentives might not be possible at all times, but rewards for solid work can take many forms. Providing extra time on break, offering the first pick of the holiday schedule, and other non-monetary awards can be equally as motivating.

Opportunities for Mentorship

The ins and outs of an industry are often best learned through real-world experience. So, veteran industry employees have a lot of knowledge to share if given the chance and reason to do so. Creating mentorship programs among hotel teams is a great way to keep both new and experienced employees engaged. These programs offer professional learning experiences for those mentoring as well as those being mentored.

Even the strongest managers have to maintain authority over those they manage, which can impact how effective mentorship can be in that relationship. Creating programs for mentorship among team members outside of management often makes learning new information and skills more approachable. There is no reporting structure to think about, and employees can engage freely, ask questions, and really dive into opportunities for growth (on both sides).

These types of programs and other professional learning opportunities offered by employers show teams the company is invested in their professional growth as well as their success in the role.

Finding Hotel Team Leadership Positions

For those who not only understand the importance of employee engagement but also have a proven track record of securing that – a career in hotel management might be something to consider. The most effective hotel team leaders are the strongest communicators and those capable of continuously motivating individual contributors toward a common goal.

We have extended stay accommodations across the country looking for strong leaders to drive success within functional teams and the hotels overall. Open managerial positions include housekeeping supervisors, front desk leads, and both GM and assistant manager roles.

What’s it like going through the application and hiring process at our hotels? In one word – simple. Apply with simply a few clicks and a resume and you could be on your way to a new career path or further along in the one you’re in. Either way, opportunities await – check out our current leadership opportunities today!