How to make your team of employees have the so dreamed attitude of business owner? Having this attitude, attitude and conduct of owner should be one of the main requirements of your company.
A great executive, hotel entrepreneur, always told me: “Bernal, one eye on the fish the other in the cat… Bernal is the eye of the owner who fattens the cattle.” That’s a classic phrase that many should use in their daily lives of any business.
Have owner attitude
I carry this teaching into my life. Nothing more is that, “Bernal, take care of my business like it’s your business.” It’s the win. Have attitude of owning, owning, having a feeling of owner.
That’s the mindset that 100 of your company’s employees should have. In the case of those who work with hospitality, this thought should be replicated in the 3 shifts, 24 hours a day, 365 days a year.
Do this, deploy this and have it in your company and you’ll see your business take off, thrive ensuring consistency in your investments and earned equity all with a lot of work for many years.
Deploy growth mentality among your employees
No hotelier opens a business, a hotel, resort or hammock so as not to reach at least its balance point. Example: If you have a 100-room building, you want the 100 rooms to be properly occupied by your customers and not 40 of everything you’ve planned and invested.
Ensure stability, profit and responsible growth by making your team, your team have this mindset of growth, development – business owner.
What is an owner’s attitude?
Many ask me, “Bernal, but in your view what is it to have an owner’s attitude? And how do I deploy this in my company, in my hotel, resort or hotel chain?”
Everything can begin at the time of hiring, in the integration you perform before this employee when entering your company.
His company had a beginning, a beginning, an idea, a dream that involved projects, studies, planning and a lot of investment, not just financial.
This project of yours, company, your dream must be transferred to each one who is about to enter your company. This new employee has to join the company as if he had participated in this at some point.
You have to transfer this dream of yours, your love, your passion for the company, for the design for every new employee of your company and also to those who have been in the company with you for long years.
If the company grows, everyone grows
What needs to be clear and transparent to everyone is that if the company grows, everyone grows and everyone wins. You need to make sure your employees aren’t in your company just through a means of survival or a job to pay their bills at the end of the month.
Make your team believe in business just as you believe. Make sure everyone can have attitudes of owner, help take care of the company and, with this, grow, learn and develop together with the company.
Before hiring, evaluate, run tests, analyze
Do not hire personnel to cover holes or by indication only of a or b. Run tests, evaluate, analyze and take care of who you put inside your company.
Have you ever heard of a bomb worker? An hour it explodes inside your company causing you a big problem, huge upsets and all for lack of not observing and doing the homework before it comes in.
Even by doing this, the risk exists, but perhaps you erre less seeking to present your project and demonstrating that here everyone works for the success of the company – feeling and vision of business owner.
The responsibility is not the HR or the leader, manager, head of department or just the general manager or director. It’s everyone’s responsibility. Business management is responsible for this sense of belonging of each professional who works in the company.
Tear down silos: everyone is responsible for everything
In the day-to-day of any company, regardless of any segment, there are numerous charges, pressure for results, goals, sales, reduction of expenses, costs, better performances, customer satisfaction and so on.
It’s tiring, obvious, but somehow the manager needs to work on this mindset creating situations that motivate people to understand that it’s part of each person’s responsibilities to do its part increasingly well done.
Take down silos, that feeling that “it’s not my job,” “it’s not my department” or “I wasn’t hired for it.” This mentality should disappear from companies and this example should come from top to bottom. Everyone should have that look at taking care of the company as a whole. Everyone’s responsible for everything.
Trust, a valuable ingredient
As your business grows, more meetings, meetings, training scans you need to have and apply with people. Remember that you need to align and feed daily this culture of attitude of being business owner.
So you will have countless arms walking next to you, valuing and investing in your dream. With this, you will have more time to have a new strategic planning of new investments in your business.
Work trust, transparency teamwork. No one is better than anyone and we all have a glass roof. Eliminate gossip from runners, work so that your team is unique for the benefit of the company.
Be transparent and open indicators to your team
Therefore, be ware of hiring and especially form a team of owners. Don’t be afraid to open indicators your teams, report, charge and invest in them. Bring your collaborators right next to you.
This is the culture that everyone should have and disseminate in the company. Work transparent communication. The company should care about people in practice and help them in everything within the reach of the company.
This feeling of caring about each other is fundamental to the growth and appreciation of people in your company. Above all, fthat carry this sense of owner do not need to be sent. Think about it.
That’s the secret of a company that thrives and grows consistently. Allow and give autonomy to your team. Recognize and value creativity, ideas and suggestions. Promote constructive feedback. that in your organization. Everyone must be heard.
Create, develop and stipulae goals for your team and track, monitor, direct, take the hand if applicable, but trust that in the end they will do the best for your business. In the end, the work becomes more enjoyable and fun to everyone.
Here are some tips on what I’ve experienced and witnessed in hospitality:
- Integrate with 100 employees: every employee who enters your company needs to know the culture and history of the company in the integrates – creators, founders, shareholders, investors, owners and managers.
- Everyone should show interest in everything in the company and not just their department.
- Hunger for learning and knowledge should be one of the characteristics of your team.
- Provoke everyone to know and know about the company’s objectives, present indicators and open the company to everyone.
- Give autonomy and freedom responsibly to all.
- Work brightly, be transparent and give immediate access to everything and everyone.
- Value and recognize and do not blame mistakes and failures, failures, because it is part of everyone’s learning.
Finally, invest a lot of time and energy and make your great team have this sense of owner. You’ll see above-average results and have more productivity, more motivation and interest from people for business success.
That’s the secret that shouldn’t be a secret to anyone… just put into practice that the result comes. Take care of the people in your company and they will take care of the company.
Nilson Bernal is a powerhouse in hospitality consulting, speaking, and authorship, with over 30 years of transformative leadership in top companies. After a celebrated career in Brazil, he boldly restarted in the U.S., now spearheading pioneering projects that redefine industry standards. As an ambassador for Divine Academie (Paris) and an Honorary Member of the European Academy of High Management, he stands as a global leader dedicated to elevating hospitality and inspiring the next generation.