First, we should emphasize the people-oriented thinking.

Managers should take people's concern and respect as the starting point of all their work. The hotel's goals, plans and work arrangements should reflect the will and wishes of employees, and their skills and contributions should be affirmed and praised in time to meet their needs in socialization, respect and self-realization, and strive to create a relaxed and pleasant interpersonal environment.

Second, we should pay attention to the individual needs of employees.

Every employee's needs have their own emphasis, and managers should understand them from different aspects and try their best to meet them. Hotel managers should attach great importance to those issues that everyone is generally concerned about, such as wages, living conditions, welfare benefits, housing problems, spare time life and so on.

Third, appropriately delegate power and let employees participate in management.

This not only reflects the respect and trust for employees, but also improves their working ability, thus enhancing their confidence and trust in management.

(B) Carefully designed staff training system

First, do a good job in pre-job training.

Pre-job training is an introductory education for new employees, which refers to employees' understanding of the work situation before taking up their posts. It usually includes the expectation and understanding of the hotel, the introduction of the working environment and the study of hotel rules and regulations. Through effective introductory education, the hotel allows new employees to adapt to the new working environment, feel that they are a member of the hotel, and can also be accepted by the original employees and become a part of them.

Second, strengthen the operational skills training of on-the-job employees.

Various forms of on-the-job training can transform the hotel's system and norms into employees' conscious actions. Operation skill training is the main content of employee on-the-job training, which is directly related to whether all services can be completed according to standards.

(C) the establishment of a modern new incentive mechanism

First, implement layered incentives to improve the enthusiasm of all hotel employees.

The incentives for middle and senior managers are not only material incentives, but also spiritual incentives; The incentives for front-line employees should be mainly material incentives and vocational training.

Second, incentives should be democratic and rewards and punishments should be clear.

In the process of implementing incentives, we should be fair and just. As a new performance evaluation model, 360-degree feedback evaluation model has been adopted by many famous companies in the world since 1990s.

At present, some hotels in China have begun to adopt this evaluation method. However, some hotels spend a lot of money on 360-degree assessment, but the results have little or even the opposite effect. The tension between the evaluator and the appraisee brings bad consequences to the hotel. Because 360-degree performance feedback is imported from abroad, it is inevitable that China will be "acclimatized". Therefore, when introducing and implementing the 360-degree assessment, domestic hotels should bring forth the old and bring forth the new, so as to make the best of others.