How to fix your management problem in THREE STEPS

The phrase "people leave managers, not companies" is heard often in the corporate world, but why is that? What does that really mean and how can you avoid it? Employee turnover, especially in the hospitality industry, seems to be a constant battle. Various surveys have cited that 50-75% of Americans have left their jobs due to poor management and not the position itself. There is to be some turnaround expected in the industry but if you seem to have a higher rate than normal or find yourself investing in employee training more than desired, a good first step would be to look at your management or supervisors. Your business does not have to fall into that statistic. The first step would be to identify if you have a management problem in the first place, the second is to fix it, and the third is to set a permanent standard of values and standards for future managers are to uphold. It is easier to have the system in place than to fix a broken system and replace an unmotivated and failing team.

STEP #1 Identify a management problem

Identifying a management problem may be easier than you think. Take control of the situation and follow these simple steps to offer some insights...

Employee satisfaction survey

Not only will this help to identify potential stressors to your employees, it will be able to give you an almost immediate answer to any employee dissatisfaction. To ensure your employees are comfortable relaying this information it may be wise to keep a portion, or the entire survey anonymous. It is important that you strategically ask questions in a way that doesn't seemed biased or suspicious. To get a clear indication of the reality of the situation, you must offer a diverse set of questions that don't lead employees to form any conclusions about the survey. This is also a benefit in that it will offer you insights into other parts of the company as well! Often times, employees that are present during daily operations can offer insights to increase productivity and overall company effectiveness...but that's a whole other blog!

Management meeting and review

To understand where your management is with principles and practices, it may be as simple as a meeting. Listen to them, try and understand their woes and see if their execution of the company's values are being seen to. Give them examples of situations that may arise within employee relations and ask how they would handle the situation. This may or may not offer insights into what or if they are doing something wrong. In a way, you as the business owner or their superior, are THEIR manager and have an obligation and duty to make sure they are receiving all of the tools and training they need to be successful. This will only trickle down and make an overall more successful team and company.

STEP #2 "Fix it"

Use the insights received during step #1 to identify what exactly needs to be fixed. Is management the issue here? Why? Are they more willing to hand out corrections than praise? Are they hostile and creating an uncomfortable work environment? Identify whether or not the issues are small enough to be addressed through further training, or management review and what problems need to be addressed more sternly. Keep in mind during this process where you, as the superior, lie in this matter and identify how your management team can be better equipped and prepared to be successful. Remember if they are feeling valued, are well prepared and understood they are more likely to pass these standards down to their teams. It is important to be clear with your management team about what management style best suits and represents the company. Although every manager comes with their unique personalities and quirks, they should all be a shining example of the companies values and standards. These should be very clearly available and woven throughout the entire company as it plays a very important role in company culture.

STEP #3 UPHOLD A COMPANY CULTURE

Whether it be one of integrity, productivity, honesty, personal or company growth, a combination of these, or a group of your own, a culture should be comprised of values that are important to YOUR company and your overall mission and goals. Make them values that incorporate both the individual and the company. Ensure management understands the culture and how to maintain it to the standard of the company. Have regularly scheduled meetings with employees and management to reiterate values and identify problems before they become toxic to your culture. Make these meetings and check ins a priority as it will directly affect success.

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