The reopening of restaurants, bars and more generally places open to the public is excellent news. You have to be ready, but above all, for the hotel and catering trades, you will have to work hard to get your business back on track and above all, continue to build loyalty among your teams! Once again, the sector is in the midst of a workforce crisis and once again, it is necessary to highlight good practices, what works, what has results and especially not to forget that the organization or the most remuneration great will have little effect if, at the base, your teams do not feel well in the company.
Three errors of judgment to avoid :
- The goal is not to have motivated but efficient employees! The choice of your management is closely linked to a concern for productivity.
- We have to change our management. Team motivation does not directly concern the company because it is primarily linked to private life and not to work.
- It is not a question of motivating but of making people want to self-motivate, realize themselves in the company and offer a place that employees will simply appreciate.
“What would I be sensitive to if I were in the other’s shoes to adopt the right attitude.“
The two golden rules of motivation : respect for others and setting an example. They must be applied day after day.
The main themes to structure your ideas :
- Helping employees to feel good about themselves;
- Knowing how to inspire and trust;
- Cultivate fun and conviviality;
- Play true transparency;
- Knowing how to really listen;
- Give meaning and above all a direction;
- Empower instead of delegating;
- Recruit good ones first;
- Keep the best
Here is a small catalog of ideas and small simple gestures that really motivate. Not everything is adaptable to your business but take an example from what is being done and differentiate yourself !
Helping employees to feel good about themselves : Usually, good managers help their teams to resist pressure in different ways.
1. Know each one by first name ;
2. Encourage employees to educate themselves, to travel, to go to the cinema ;
3. Train in knowing how to be … physical (knowing how to sleep, eat, breathe …) ;
Knowing how to inspire and trust : Generally, good managers strive to strengthen the confidence of their employees by reducing their fears.
4. Leave room for maneuver ;
5. Do not remove it at the slightest hitch ;
6. Congratulate regularly on the qualities of the person ;
7. Outlaw murderous judgments ;
8. Never put in a situation of failure ;
9. Make your mea-culpa ;
Cultivate fun and conviviality : Do not exclude pleasure and conviviality from the business world.
10. Give a flower, the May 1 lily of the valley, a gift on an occasion ;
11. Adapt friendly or formal language in the spirit of enterprise ;
12. Fit out “living offices” ;
13. Give a bonus to the “funny guy” on duty ;
14.Create special occasions, celebrate events with teams and their families ;
15. Organize a drink when things go wrong ;
Playing true transparency : Transparency is a way of being managers through elements of behavior.
16. Make decisions transparent and participatory ;
17. Prefer transparent offices, doors always open ;
18. Show numbers, results, profits, salaries ;
19. Put the problems on the table ;
Knowing how to really listen : Being listened to is a real mark of interest and trust, you have to know how to do it in various ways.
20. Knowing how to say yes from time to time ;
21. Put yourself in the other’s shoes ;
22. Seek out reviews by meeting the teams ;
23. Probe the “moods” by surveys of criticism and morale of the troops ;
Give “meaning” and direction : Relying on strong values and a vision is one of the keys to the success of the company to be done in subtle ways.
24. Put profit second ;
25. Imagine that your company does not exist to express its purpose;
26. Let employees wander and look to the future ;
27. Summarize the vision in one sentence ;
28. Multiply concrete projects ;
29. Have a lot of ambition ;
30. Compare yourself to the best ;
31. Link individual goals to the overall project ;
32. Explain the why and the how ;
33. Reflect on the meaning of the task ;
34. Turn 1 ° 30 times instead of 30 ° in 1 time ;
35. Destabilize employees to break habits ;
36. Recall modesty ;
Empower instead of delegating : Empowerment consists of giving the power to decide and act to employees in the field. It must be put in place by taking precautions.
37. Refuse to recover difficult cases, subjects or decisions ;
38. Rather delegate upwards ;
39. Federalize the company in teams of 20 people ;
40. Remove functional services ;
41. Remove as many hierarchies as possible ;
42. Remove privileges ;
43. Leave the hours free ;
44. Delegate everything … but gradually ;
45. Admit the right to make mistakes ;
46. Train “before” delegating ;
47. Recruit stronger than you and learn from the person ;
48. Explain the rules of the game ;
49. Grant budgets to empower ;
50. Circulate information ;
51. Provide dashboards ;
52. Establish a duty to alert in case of need ;
53. Check to give benchmarks ;
Recruit good ones first : Surrounding yourself with the best and the enthusiastic is the only way to ensure the sustainability of the company. you have to use some techniques.
54. Choose up to nine key values ;
55. Let employees co-opt ;
56. Establish a 3-day pre-trial period for successful candidates ;
57. Distribute a welcome booklet during a welcome training ;
58. Don’t hesitate to give your time ;
59. Develop sponsorship ;
60. Multiply contacts with the newcomer ;
Keep the best : Keeping the right elements also means making them progress. We need tangible and individual counterparts for their commitment, with remuneration in mind.
61. Take stock, even when things are going well ;
62. Multiply the sources of evaluation, such as by subordinates ;
63. Involve the assessor ;
64. Involve the customer too ;
65. Reward without restraint, praise constantly ;
66. Adapt the reward to everyone ;
67. Offer future prospects ;
68. Train again and again ;
69. Promote internally ;
70. Allow everyone to know how to evolve ;
71. Don’t pay more but better ;
72. Involve everyone in the success of the company ;
73. Remunerate overall performance ;
74. Distribute surprise bonuses ;
75. Distribute small chunks of capital.
