Many Hotel Supervisors and Managers create an environment where criticism or feedback is not always welcome, but no matter where you work in Hospitality, always take responsibility for providing your Manager or Supervisor with any much-needed feedback on their performance at work – perhaps a much-needed reality check and possibly improving work for everyone? (read on or watch the video)

When done well, standing up to your Manager can help you release frustration, bring problems to your Manager’s attention and maybe even earn your their respect?

Read these tips before you decide to give any Supervisor or Manager within your Hotel that much needed feedback next-time:

1. Pick the place for your battles It is always best to criticize or provide feedback for your supervisor or manager in a one-on-one setting. Joining in with a group can be dangerous. The person offering feedback alone in the office can suggest a person with initiative and personality, compared to the group battler who might look like somebody who wants to destroy their Hotel Manager?

2. Time it right If your supervisor or manager already looks cross, it’s probably better to wait for another time. Also be mindful of meetings, projects and other big events on your Hotel Manager’s schedule. It’s probably not the best idea to tell your Hotel Supervisor everything they do is wrong as they are on their way to their weekly meeting or a busy shift?

3. Support your ideas with facts Just because you think something is a good idea doesn’t make it so. If you tell your Supervisor or Manager you work more productively when they are not around, you’d better have an hour-by-hour breakdown showing the correlation. But even if you bring the facts, there’s no guarantee your manager will seriously consider your ideas.

4. Keep it clean Graciousness and playfulness are attractive qualities in people – these qualities build trust. When approaching your Manager or Supervisor with criticism, keep your tone friendly and playful. Often, humour can keep your Manager or Supervisor from going on the defensive and lead to a more productive discussion.

5. Know when to stop While providing feedback for somebody – watch your mouth. People aren’t robots. Even if they know you’re joking, your Supervisor or Manager might be offended by certain subjects. If you offend someone – apologize. If tensions heat up, table the discussion for another time. Say what you want to say and move on before you say something you might regret later.

6. Practice The scariest part of criticism is the before and after. The anticipation can be overwhelming. But once you start, it can be easy to achieve. If you want to give feedback to your supervisor or manager, try doing it several times in front of a mirror or a trusted friend or co-worker. You can get feedback on your ideas. Ask the person you have offered feedback to for their opinion on what you have just said – always!

Remember what goes around comes around, and you’re not without faults yourself. Treat people (even your Manager and Supervisor) the way you’d want to be treated, and don’t criticise others if you cannot accept criticism yourself.

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