Finance, business and marketing tips with happiness life balancing by travel & leisure, laughing faces, food & drink, self improvement & motivation, hobbies, no more debt and holidays!
After actively participating for 18 hotel openings as a manager and hotel consultant, I am somehow surprised about the fact that most independent hotel investors unintentionally – but also intentionally – make exactly the same mistakes over and over again which always turn out to be very costly!
I am writing down these “top 10″ mistakes in a hope that this list might help some developers and owners.
As we are hotel consultants, we sincerely believe that a consultant must be the most honest, transparent, straight-forward and therefore most trustworthy person close to the owners and investors. A consultant’s intention should NEVER be to keep hotel owners and investors ‘in the dark’! (more…)
Working Smart – 3 Simple Tips For Managing Information
By: Rodney Brim
I’d like to provide some helpful tips for working smart. If you asked most people, they’d tell you that they already work smart. But what exactly does it mean to work smart? Here’s my working definition:
Working smart is a style of working based on the decisions you make and how you manage information in the process. (more…)
7 Easy (and Cheap) Ways To Motivate Your Employees
By: Robert J Sullivan
It’s tough out there right now and many managers have gone through layoffs and pay freezes within their departments. In many cases, employee morale is at an all-time low. While you may not be able to use money as a motivator, there are several inexpensive (and sometimes free) ways to motivate staff.
1. Communicate! In virtually every study ever done managers rate themselves as good communicators, however in those same studies employees rate their managers as poor communicators. You cannot focus on this subject enough. Poor communication only leads to distrust and fear – both of which do not lead to happy, motivated and productive employees. (more…)
10 Ways to Keep Executives Focused on Performance Management
By: Victor Holman
Have you ever tried to launch a performance improvement plan, but didn’t have enough support from executive management? Chances are the initiative lacked focus, direction, and ultimately was unsuccessful. This is because executive management plays the biggest role in keeping leaders within the organization focused on what’s important…and that’s improving performance, increasing productivity, and sustaining growth. Truth is, all executives want these things, but often performance improvement is lost among the myriad of organizational objectives. This is why it’s important for performance management teams to learn effective techniques for keeping organizational performance on the forefront. This article focuses on techniques for getting support from senior executives and keeping leaders focused on organizational performance management. (more…)
The good news is that you can get anything you want. You can get your boss, spouse, friend, or employee to do anything you want. How is that for good news?
The bad news is that it costs. It costs in time and energy. There is no “Magic” in managing people. If you want to be more effective with people, you must understand that substantial increase in effectiveness have substantial costs and risks. Those costs and risks are both subtle and ego threatening; but if you are willing to accept them, there is virtually no limit to your potential for human influence. If you are not willing to accept them, then you must be content with your present level of influence because it will not increase. (more…)
One of the basics of a growing company, a progressive management system is the first step towards that end. Whether you are a trained manager or someone who is looking to grow in that arena, you would do well to update yourself with certain important information. But before you venture into this field, you must ask yourself three important questions:
* Is management really what I am looking for? * What sets me apart from the rest? * Do I have what it takes?
One of the foremost signs of a good manager is the presence of specific skill sets that showcase leadership skills. A good manager is thus one who is sure that team performance under him would undoubtedly be better than under anyone else. Some basics of management are highlighted below.
* The starting point to this would be assessing your skill sets and demonstrating a job well done. * Ample research is of importance when climbing the management ladder. To this effect, keep yourself informed of how certain managers perform and what it is that they do differently. * Another important aspect of management training would be to learn and develop people skills. Watch the activities of the team, how they perform and how they react to different situations. Remember that a good manager is one who works with the team and guides them through any situation. * If you believe in your skills as a manager, it might do good to push yourself towards it. Most organizations look out for people who take initiative and often volunteer to help their seniors in their tasks. Volunteering is also a great opportunity to learn and gain sufficient experience in different fields that may or may not be part of your own job. (more…)
Have you ever been involved in a performance initiative where employees asked “why are we doing this?” Or they were apprehensive and resisted with strong push back. Or even worse, they flat out refused to cooperate altogether? To say this is a common occurrence in enterprise performance management would be an understatement. Creating a high performing organization involves numerous requirements, perhaps none more important than gaining employee acceptance.
While most will agree that managing performance is critical to the success of a business, strong resistance is often met when it comes to an initiative which entails scrutinizing the productivity of business units and employees. Often times, in the employees’ eyes, a performance improvement initiative is a negative reflection of their current performance. It may even come across as if their performance is being singled out, or that others are telling them how to do their job. As a result, morale is diminished and the performance initiative is halted before it ever gets off the ground. (more…)
