For most people in the workforce, 1-1 check-ins (often referred to as “1-1s”) with managers happen at times – however, the frequency of those meetings differs among industries and organizations. Within the hotel industry, many of the daily or weekly meetings occur in group settings. Various hotel functions (housekeeping, front office, etc.) host team meetings with their members regularly to discuss hotel happenings, address any changes in or review existing processes and policies, and provide the team a space to ask questions, express concerns, and offer feedback. Because of the team nature of the industry, 1-1s with individual employees happen less frequently than in some other industries. However, opportunities to connect with employees on an individual level are critical for leaders to be able to manage effectively and retain solid employees.
Creating Feedback Loops
In any workplace, it’s important to create clear communication channels and opportunities for employees and leaders to give and receive feedback – known as feedback loops. From a technology viewpoint, feedback loops refer to the cause-and-effect relationship in a system in which outputs feed back into the cycle as inputs and prompt new cycles. In a workplace, the same concept can apply. Individuals and management alike provide feedback to each other, often prompting adjustments to operate the “system” more effectively.
The need for feedback from employees is especially high in hotels, where it’s often the case that the more junior employees have a closer eye on hotel operations and more interaction with guests than members of the leadership team. These employees can provide valuable information and ideas when it comes to both operating more effectively and creating a better guest experience.
Team meetings usually include some time for feedback from staff, but such an environment can be intimidating for individuals to speak up. 1-1 meetings remove the requirement of speaking before a group while also allowing individuals to share openly without worrying about what their peers might feel or say.
Investing in Employee Growth & Retention
There are many drivers of job satisfaction and employee retention within organizations. In addition to the feedback mentioned previously, it’s reported that some of the most influential factors include strong leadership – especially those that provide and encourage employees to take advantage of opportunities to grow. Employers pay their staff a wage in exchange for contributions to the organization, and competitive compensation certainly motivates employees to perform well and stay with the company. However, over time, it’s natural for staff to want to grow in both responsibility and compensation.
Strong leadership empowers employees through coaching and opportunities for them to learn and grow. Within 1-1 meetings is a great time to discuss goals with individual team members – including team and organizational goals as well as goals for the employee in their career. Team meetings don’t provide the time and space needed to have these important conversations, so doing so in a more intimate setting is the best way to ensure employees and managers are engaged in the discussion and that it leads to fruitful outcomes for everyone involved.
Addressing Issues or Conflicts Before They Escalate
As in any workplace, it’s inevitable that conflicts or issues arise at times. Anytime there are multiple people contributing to an environment, personalities can clash, disagreements can arise, and these problems can escalate quickly if not addressed by leadership. Similarly, individual contributors within a hotel often notice non-personnel issues such as safety concerns or inefficient processes. These might be addressed during team discussions, but 1-1s offer another more private avenue for employees to voice concerns of any kind.
Especially when it comes to conflicts with other team members, it’s important for individuals to be given the opportunity to share these with leadership in a space that is safe, open, and confidential. When managers conduct regular 1-1s with each team member, they can gather all information necessary and determine appropriate next steps if needed. For issues such as process inefficiencies or safety concerns, regular individual meetings with staff help bring these to light much sooner than if left undiscussed – allowing management to determine a course of action to address them before they cause harm or continue to allow the hotel to operate ineffectively long-term.
Securing a Leadership Role in the Hotel Industry
Conducting both regular 1-1 meetings and team check-ins is just one aspect of effective management from a hotel leader – but certainly an important one. For functional leaders within a hotel, the empowerment of the individuals on their team depends first on the organizational culture as a whole. Hotel employers that explicitly work to help contributors grow within the organization and industry are often the most sought-after companies to work for by members of the workforce.
Aspiring leaders choose the Westmont Hospitality Group time and time again for just this reason – our prioritization of creating an empowering employee culture daily. From flexible job opportunities, extensive training programs, and highly sought-after growth opportunities for existing employees, we remain the choice for hotel employees looking to grow within the extended stay industry. For those looking for a new hotel role ( leadership or not), we offer a jobs database that includes opportunities across locations nationwide and nearly all hotel departments. With flexible working hours (day and night positions available) and options for all experience levels within the industry, this makes us a great option for those looking to work with an industry leader!