4 Myths About Successful Hospitality Managers

People don’t quit bad jobs, they quit bad bosses.

This is on the tip of everyone’s tongue as employers scramble to stay staffed during “The Great Resignation.” And since the hospitality industry sees some of the highest rates of turnover, it makes one wonder: What makes a successful manager? Here are some common misconceptions about how to identify successful managers:

High-Performers Make Good Managers

It happens all the time. A top-performing employee gets promoted, but everything falls to pieces when they start managing a team. Yes, a manager who rolls up their sleeves when things are busy is valuable. But managers who have always excelled in the roles they now oversee may get impatient and try to do everything themselves. They often forget to empower their team by properly delegating tasks and training employees.

They’re Either Natural Leaders or They’re Not

Yes, some people just have a knack for leadership. And yes, other people just are not the management type. But, struggling in one leadership role does not always mean that someone is completely unfit for management in general. Different personalities are better suited for different environments, and there is no shortage of variety in the hospitality industry. Someone who struggles with leading a small, intimate café might find that they thrive on managing high-volume concepts.

They Draw A Thick Line Between Personal and Private Life

Life is messy. While it would be great if personal problems never affected anyone’s work performance, that just is not reality. Life happens, shifts need to change, energy levels vary, and emotions run high (especially in this industry) Obviously, management should maintain a certain amount of professionalism, but the best managers keep up with their employees’ lives. Seeing compassionate leaders who will support a life outside of work can go a long way in keeping teams resilient and reducing turnover.

They Have a Degree

A college degree does not necessarily equate to strong leadership abilities. It may be helpful when handling the business aspects of managing a hospitality team, but those skills can often be learned on the job through years of experience or even through certifications.

A great way to discover if a candidate has leadership potential is through skills and personality assessments and a thorough interview process. The recruiters with Horizon Hospitality use analytic strategies to identify the right leaders for hospitality companies. Contact us today to learn how we can help!



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