Much is said about innovation, but little applies in practice. We know that innovation is the basic premise for sustaining our business over time. And to innovate, it is necessary that hotels continue to seek new or significantly better solutions than the options of their competitors, delivering greater value to their customers / guests, generating greater results. When it comes to innovation, most of the time, the investor/owner, face to spend a lot of money and time investing in the development of new technologies. But often your hotel does not have a cash for such an investment. What’s up? What’s to be done? Who has no financial conditions does not innovate and is bound to close their business?
Absolutely not. Innovation, in addition to doing something new for better results, is also doing something different that we already do daily, aiming at greater efficiency, efficiency, productivity and cost reduction of the hotel operation. Our daily routines are also open to innovation. It is possible to optimize processes, develop other ways to reduce costs and waste. E.g. Hire a professional to do the work of two professionals more effectively and renegotiate a contract with a supplier so that both parties win. The field of innovation is too vast to be limited to information technology alone. Everyone is responsible and we can improve these processes.
Evaluation in hospitality: Understanding the criticisms and successes is an essential part, fundamental for the development and growth in hospitality
When receiving your performance review, try to replace, “I don’t agree with that” by “explain better if possible”
Nothing affects a hotel organization’s learning culture more than the way its executives receive their assessment. In fact, there are many who are not even able to evaluate you. Isn’t that right? This important return is sometimes as difficult as isising it, as it can be unfair, misplaced, poorly programmed, or even misdirected. If the professional who is conducting this performance evaluation is not really prepared, he can “destroy” a brilliant career. Performance evaluation can be a wreath for both those who give and those who receive it.
Performance rating, Feedback, 360 rating is any information you receive about yourself. In a broader sense, it is the way we come to know each other through our own experiences and that of others – that is, the way we learn from life. Believe me: A feedback assessment is not just a simple assessment: it is a thank you, a comment, with this you can improve as a person, as a professional, can be formal or informal, direct or implicit, frank or not so much (there is that lies the danger), totally obvious or so subtle that you are not even sure what it means. Take care of yourself. Be fair and transparent, I will repeat, be fair and transparent.
Boosting, valuing, guiding, directing is better than just pressing. Training a manager on how to give feedback, i.e. how to press more efficiently can be helpful. But if the receiver does not want or is not able to assimilate what he was told, there are only two options: persistence and skill. The focus should not be on feedback senders. Obviously the focus should be on the people you are evaluating and always try to help them become better and more qualified professionals in hospitality.
The real incentive is what you can create of values for this professional. This means mastering the techniques necessary to conduct one’s own learning, recognize and manage our resistances, know how to deal with feedback conversations with confidence and curiosity, and even when this assessment seems wrong, draw from it insights that help to grow professionally and personally. The main responsible for your growth is not your teacher or your immediate manager – it is you.
We may be obsessed with learning, but acquiring knowledge about ourselves is a completely different and essential thing. This can be painful – sometimes brutally – and often the return is given as a punch in the mouth of the stomach, without any concern for the risk and impact it will cause.
Getting this assessment well doesn’t mean you always have to accept it. It means engaging in conversation with skill, making smart choices about whether you’re going to use it, how to use information, and what you’re learning. The advantages of receiving an assessment are evident: our relationships evolve, our self-esteem becomes more strengthened, and of course our learning increases – we improve the way we do things and feel better about it.
Recognition – it is one that recognizes, values, motivates, stimulates and always seeks to thank.
Guidance – helps to increase knowledge, improve their techniques, improve their capabilities, generate growth or can awaken imbalance in the relationship between the parties.
Evaluation – informs about the situation and subsidizes decision-making.
These three situations are important. The evaluation is the most thunderous type and can overlap with the other two. No doubt the whole orientation has a little evaluation. You need to be clear about what you want and what’s being offered, and then you adjust the conversation. Remember: the greatest power over evaluation is from the recipient.
Hugs
Bernal
@NilsonBernalHospitality
Co-Founder and CEO da Plataforma Bymschool. Consultor na área da hotelaria e hospitalidade, palestrante e escritor. Atua na Indústria de hospitalidade há mais de 25 anos em companhias como Complexo Jurema Águas Quentes Resorts, Bourbon Hotéis & Resorts, Mabu Hotéis & Resorts, Bristol Hotéis & Resorts e Atlantica Hotels International. É embaixador pela Divine Academie Française des Arts Lettres et Culture (Paris). Membro Executivo de Honra da Academia Europeia da Alta Gestão desde abril/2019. Atualmente mora nos EUA estando a frente de vários projetos.