I just read the answer given by the man in front. A word can't keep up with the times Due to the change of national policies, the decrease of public funds consumption and the decrease of tour groups, the hotel industry is now in recession, and there are few sources of concierge tips. The basic salary of concierge is very low. From the previous situation that it doesn't matter even if there is no salary, it has become a situation that depends entirely on wages. In the past, concierge required at least men with good facial features, with a height above 178, and women with at least 1.7 meters. In addition, the popular concept among young people in society now is "being your own boss, not wanting to work, afraid of losing face", and few people come to apply. Now many regional hotels have relaxed the requirements for recruiting concierge. And the quality is good and bad, basically have one thing in common. To be a concierge, he resigned after less than two years of work and found another way out. As for managers, they must be the best in manners. In the past, English was required to be at least able to communicate normally. Now, just use your mobile phone to translate Chinese into English. At least I just can't speak English. I usually use mobile phone software to communicate with foreigners. I don't know what other people think, but I only know that salary is not enough. I worked in the concierge department as a concierge 1 year, a trainee foreman 1 year, and a formal foreman 1.5 years. Now we are striving for the position of assistant manager in the lobby. Personally, I continue to work in the hotel because the hotel is a good platform. There are many rich local bosses coming here, and the people I contact in this position can form a good network of friends. It depends on whether I can seize the opportunity at any time. And the bad atmosphere of the hotel is just what I like. As the concierge of the hotel, we should coordinate the relationship between various departments. In fact, it is necessary to have a good relationship with various departments, because we have more contact with guests. In case the guests ask you for help in the future, you'd better solve it yourself. If you can't solve it, it depends on your personal relationship. The needs of guests are diverse and involve a wide range. Even if it can't be solved, tell the guests where or who can solve the problem. This aspect exercises one's life and knowledge. Hotel concierge can also be called "all-round talent", who can stand any needs. Under the current salary conditions, it is estimated that such talents cannot be cultivated. At least I was the only concierge who finally stayed in the hotel during the period of national policy change. The current employee and the former employee are two concepts. Money produces desire, and desire leads to motivation. Then as a manager, many ideas can be asked to be done, realized and worked hard. Without money, employees muddle along day by day, and after the education of that day, they return to their original state. I feel that I can't change this situation at all. At first, I worked hard and fired many people in order to meet the previous standards. But now I have given up and started to turn a blind eye to the employees. As long as I don't make basic mistakes, I can learn to work actively and stand guard when the hotel is busy. In the present hotel life, I can only seek my own efforts, exercise my ability to change my shortcomings and pave the way for the future. I have heard a saying: as long as you work hard, you have a 50% chance of success. If you don't work hard, you don't even have a fifty percent chance. My salary is low now, but it is no problem to maintain a basic life. It's nothing to suffer for the future now. So the summary is: the title of concierge manager is not beautiful, and there is not much money. The concierge department doesn't care now. Ideas must be combined with reality to go on. However, there are still advantages, which can cultivate a person's quality, conduct oneself, personal connections and so on. . .