You’ve put in the years and gained experience in hospitality, building a skillset and gathering the industry knowledge needed to lead within the space. Now, you’ve accepted a managerial position that will have you leading others within a specific organizational function or team. How do you prepare? The good news is that much of what is needed to be a successful hospitality manager (from a hotel GM to a housekeeping team supervisor) stems from knowing and understanding exactly how the team or function you are leading operates. That is likely already present for those who have worked multiple hotel roles previously. Beyond that, managing – and doing so successfully – doesn’t need to be complicated. Building the following skills gives anyone a solid foundation on which to grow and lead successful teams.
Consistent & Clear Communication
Effective communication is absolutely essential for new leaders to succeed in their roles and for their teams to thrive as well. Often, new managers have been promoted from an individual-contributor type of role, meaning they now manage those who were previously peers in the workplace. It takes time for team members to recognize that shift in dynamics, but clear communication is key in moving forward with those new dynamics successfully. Even for new managers that are also new to the organization, clear and effective communication is essential.
Effective communication is generally based on a listening-first approach. For new managers, listening to individual contributors, including questions, complaints, ideas, etc. gives them two things. First, it allows them inside insight into each role that contributes to a team’s success. Hearing from those performing each role daily allows managers to better support them and adjust their leadership to function more effectively as a team. Creating intentional spaces for team members to provide feedback, and asking for that feedback from a genuine hope to lead more effectively is key.
When it comes to providing information and feedback, having a regular cadence of communication with all team members is helpful so that they are prepared to take in new information when the time comes. Individual communication styles vary, so it’s best to have regular communication with employees individually and as a group to accommodate comfort levels and give individuals an opportunity to provide and receive feedback confidentially if needed.
Empowerment of Others
Good managers provide the tools and support for employees to perform their jobs well – including comprehensive and ongoing training, coaching, encouragement, and the appropriate supplies/technology to set them up for success. Great managers, however, empower their team members to grow in their roles or move up within the organization or industry. Employee burnout is a huge issue in many industries, with boredom or uninspiring work being a top contributor to workers burning out in (and often leaving) their roles. Some hospitality roles are monotonous, so offering opportunities to grow into other responsibilities (and encouraging employees to take advantage of them) is a key part of managing effectively and keeping good employees long-term.
Employees need encouragement and chances to grow. This may look different depending on the organization, team, and individual. But, introducing cross-training opportunities, giving more responsibilities and decision-making power to proven team members, and regularly meeting with employees to discuss their growth are all good strategies. While it may not be feasible for new managers to meet with every team member daily, or even weekly – intentionally creating opportunities to talk about and encourage growth among team members gives them a sense of ownership over their growth and allows you to find clear ways to support them in that.
Humility & Adaptability
The success (or failure) of hospitality organizations and teams generally falls on management, despite it taking many individuals for a team to operate successfully. In instances where a team excels, it’s important for managers – especially those new to the positions – to remain humble and acknowledge the contribution of all team members that contributed to the success.
On a similar note, when things aren’t operating smoothly or in times when a team is struggling, managers must both take ownership of the situation and work quickly to adapt or find a resolution to any issues causing that. Hospitality is an ever-evolving space, so flexibility and adaptability are huge for both individuals and team leaders. Adaptability doesn’t always mean big changes. It may be as simple as introducing 1-1 meetings more frequently with individuals, additional training for struggling employees, or efforts to increase cohesiveness among the team such as team-building exercises. Staying humble and willing to adapt to better lead the group contributes to a new manager’s success.
Moving from an Individual Contributor to a Hotel or Hospitality Manager
When managerial positions open up within your current organization, the process of pursuing those is fairly simple. For those looking to move into management outside of their current organization, that requires a bit of searching. The good news is that management positions in hotels and extended stay accommodations are in abundance currently. Hotels across the country are looking for experienced, dedicated individuals to lead teams and functions within their organizations and significantly contribute to the establishment’s overall success in the hospitality industry.
We keep a database updated daily with current hotel opportunities, both management and entry-level, for those looking to change up their career in 2023. It’s easy to search and even easier to apply, so there is no excuse to not see what is out there. Search for job opportunities and find a leadership position to kickstart your hospitality management pathway today!