Tag Archives: staff feedback

Old habits die hard

Dont forgetYou know that frustration you feel when you ask someone in your team to do something differently, and although you know they know what to do for some reason they just don’t do it!

I managed to stall my car twice yesterday!

Not because I don’t know how to drive. It’s simply that I’d got out of the habit of changing gear, as I’d been driving an automatic for the past 18 months.

And it can be no different in the workplace. When you have not done something for a while people get out of the habit. So when you need them to go back to a previous way (maybe back to a standard that has recently slipped, or wasn’t such a priority for a while) you might need to build up people’s confidence again and start re-establishing the habit.

Of course when you stall the car you get instant feedback that you’re doing it wrong! But in the workplace it might be a little less obvious.

This doesn’t mean to say that you need to retrain people, but they night need a little bit of a helping hand, some feedback and maybe some coaching to get them back on track. And then keep an eye on them until the habit is firmly installed.

How to Build Your Team’s Confidence

Are you a glass half full or glass half empty type of person?

I’m sure we can all relate to the type of person who constantly looks at the downside of everything; the type of person who drains your energy and your enthusiasm the whole time; the ‘Mood Hoovers’ who suck the life out of everything. But have you ever stopped to think about whether or not you have this impact on your team?
We continually hear of managers complaining about the lack of engagement or enthusiasm from their team, but have they ever stopped to think about whether they are the cause of it?

To build for success we need to build the confidence of our team. We do this and when we make our stance on issues clear and when we celebrate our successes. Our leadership is demonstrated through these timely decisions and our commitment to the business. How we communicate our own belief in our ability to succeed will have a knock-on effect on building the confidence of our team.
The more we can build the confidence of our team the better they are able to tackle difficult issues and respond to change in a complex and dynamic environment.

Self belief
This starts with a belief in yourself. Are you clear and concise about your own position on issues? Do you tell your team what you really think. Make clear decisions and communicate your stance on issues, and be prepared to defend these when pressed or challenged. Accept that making difficult decisions will be necessary from time to time, and avoid hiding difficult issues under the carpet.

Do you take ownership of problems? Acknowledge and own up when you’re wrong but move on by seeking to put things right. This establishes a climate where it’s recognised that mistakes do happen, and is more likely to foster an environment where people will take responsibility (and risks) when necessary rather than having to lean too heavily on you and the management team all of the time.

Use your experience, knowledge, and strengths to build credibility and utilise this by giving direction guidance and assistance to others when it’s needed and help clarify the way forward.

It’s important you remain self-motivated even when things are not going well; are you prone to displaying your frustration, doubts or hesitation; and resort to using negative language, expressing doubt in your own or others’ ability? In short, do you act as a role model for your team to follow?

Tomorrow will about building confidence in others within the team.

Join me on the FREE recording from my recent tele seminar on how to get the best from your team

Plan next year’s Christmas marketing now!

As your Christmas parties get underway, your marketing for next year is probably the last thing on your mind. But now is a great time to be building up material to use for next year.  What better way to promote your Christmas parties and packages than to show people having fun, and your hotel or restaurant in all its Christmas splendour?

So at the very least, here are some things to do now.

  • Take photos of the bar, restaurant and reception while the decorations and Christmas tree are looking their best – don’t leave it until half the needles have dropped off, or the light bulbs have gone out.
  • Keep an eye out for a clear, frosty morning and get outside with your camera to take some shots of a wintery scene.
  • Take shots from different angles of the restaurant laid up for dinner. Be careful with your lighting and use a tripod for best results. Experiment with and without flash – sometimes it’s better without. ‘Snap shots’ may be OK as small images for your website, but if want to use these bigger images, or for printed material, use a professional photographer to take some quality pictures. And include some pictures of the food. Although this is easier to ‘stage’ at a later date, if you can get some shots now, so much the better.
  • Get some video footage of parties – best when guests have just arrived, and had time to relax with the their first drink, but don’t leave it until the tables are strewn with empty glasses. Always check with guests that they are happy for you to record, and secondly for the footage to appear on your site.
  • Ask guests for feedback so you can learn from them what worked well, and what they didn’t like, so you can improve on it for next year. Don’t just do this on the night or at the end of their stay, but follow up post event.  If there is anything they didn’t like they may be reluctant to tell you there and then in front of other guests.
  • Following up now helps to develop your relationship, and increases your chances of repeat business either during the year or next Christmas.
  • Ask people for testimonials that they would be happy for you to use in next year’s marketing.
  • Keep tabs on your costs throughout to ensure your have an accurate picture of your profit margins.  This includes post costing for each event, to take account of wastage.
  • Get feedback from your team, and involve them in the review process by asking for their ideas.
  • Take stock at the end of the season, and learn from your successes and failures to build on this for next year – and make sure you record all this where you can find it easily when it comes to planning next year!