In the old days, you know, 2006 era, life was a lot more predictable. Now uncertainty rules the day. How do we best function in the “new world order?”

In the “good old days” before this recession things were somewhat predictable.
-Forecasts on the future would be made.
-People would construct plans to achieve their goals in line with the forecast.
-Then we would apply the resources to make it happen.

That worked then. Sometimes it still works. Ah, but when? Which times?

Today we need more, without throwing out what we know.

When situations present themselves that are predictable, rely on what you know and has worked in the past. Those are the comfortable ones.

When you hit an unpredictable situation. Reflect. (But not to long, it’s usually better to do something than to do nothing.)

We approach predictable situations by determining our goal and then acting on it. Reverse that thinking when dealing with the unpredictable. What is the situation telling you? Once you identify that you can predictably identify a plan of action.

We have all heard the phrase that “a glass half empty, is a glass half full.” Unpredictable situations require us to look at a situation from a different angle.

The Internet is still in its infancy. We are all learning how to think differently about everything. Business is adapting. Governmental institutions, the world over, are slow to accept they need to change. Unfortunately a huge percentage of the population wants the “status quo” no matter how broke it is. Those of us in business can think differently. We need to innovative to lead the way.

All of us need to adapt, at an ever faster pace. View adaptation like nature does. It’s continual evolutionary change. Evolution has just sped up a little. Good place to start is by talking to your customers to see what they need.

-Have a centralized on-boarding process to expand visibility and collaboration.
-Make sure on-boarding has elements to improve productivity and improve communications.
-Have metrics to measure how their on-boarding program contributes to overall business objectives.

How long is your on-boarding process?

Optimal seems to exceed 3 months. It’s key that new employees assimilate the culture. It takes new employees time to understand your culture. A culture is the actual practices, not the words that describe the practice. Effective on-boarding programs include managers.

First impressions count!

New hires need support. Most companies bend over backward during the pre-employment courtship. That means the new employees expect the same when they start.

Proper on-boarding reduces turnover. That’s a profit multiplier.

Whether you have a formal on-boarding program or not, make sure new employees feel valued. Give them people they can turn to with questions…preferably their boss, or the next level up.

Fortunately, dialogue on the sex trafficking is increasing in the US.

Polaris runs a Human Trafficking Resource Center. They are an excellent source for more information.

They cite 14 key indicators hotel personnel should be aware of. My hope would be that each hotel incorporate awareness and discussion of these 14 in their OJT training materials. Not just for Front Desk employees, but for all employees. When an employee reports suspicious activity take it seriously.

The 14 points mentioned in HotelNewsNow article:

”
Presence of an overly controlling and abusive “boyfriend”
Inability to look in the eyes or face of people, especially the “boyfriend”
Injuries/signs of physical abuse or torture
Signs of malnourishment
Restricted or controlled communication
Demeanor of fear, anxiety, depression, submissive, tense, nervous
Claims of being an adult although appearance suggests adolescent features
Lack of identification documents (ID, birth certificate, Social Security card)
Presence of different aliases and ages
Lack of knowledge of a given community or whereabouts
Frequent movement
Claims of “just visiting” and inability to clarify addresses
Few or no personal possessions
Inconsistencies in their story”

To read the complete article:

http://hotelnewsnow.com/articles.aspx/8179/Thwarting-the-skin-trade

Consider E-work websites.

They can put you in touch with independent contractors. Review their resumes.

Some sites, like Elance.com let employers post reviews. ELance is source for IT help. oDesk.com is another source.

Reach into groups you belong to on LinkedIn to get leads on people your peers have used.

Tell your employees and peers about needs you have and ask them for referrals.

Sources like Secure-Profits.com are starting to add consultants and services endorsed by hoteliers.

Think non-traditionally.

What can you do now to protect your business?

Here are key things Congress has to address between the election and year end. Things they can’t postpone:

-Raising the debt ceiling
-Extending tax cuts
-Figuring out a way to avoid, or at least delay, automatic budget cuts.
-Extending jobless pay…again.

It’s unlikely a lame duck congress will agree on much of anything. If they don’t massive cuts in government will automatically trigger.

Addressing these are likely to increase business costs, interest rates are likely to climb, taxes will sure go up. All thinks that can dampen this business recovery.

As a business what can you do to insulate yourself from the above?

ANTICIPATE!

Be more aggressive in pinning down business for the last quarter. Start those marketing efforts early and have as many contracts signed as possible BEFORE the election. Don’t get wrapped up in who’s going to win. Remember, above problems have to be addressed no matter who wins.

Start booking holiday business in advance. Public and business may well start to reduce their travel plans right after the election. That typically results in rate cutting. Booking business in advance can protect rate.

Conversely, go slow when negotiating with vendors for 2013. Wait until after the election if possible.

You have a direct impact. Ahh, the power you can wield! That’s the point. You can make a very strong impact on your company, even if you are in an admin position. But are you?

HR has a huge role in hiring. The case can be made that HR is ultimately responsible if a business does not meet their revenue or profit targets. Sharp HR people understand this, even if most in their company do not.

How do you influence your company?

A manager asks you to find an employee. Do you recognize this as an opportunity to make your company better? Or is it just something else you need to do?

Finding the best employees has a huge role in sales and profits. Do you recognize this new assignment as the most important thing you have to do today? Do you immediately stop what you are doing to start recruiting? Do you recognize this as your starring role that can lead to an Academy Award from your employer? You have not had to audition. You’ve been given the role. Congratulations!

Stop. Picture yourself as Employee of the Year. Receiving the congratulations from fellow employees. Accepting the award. Telling your friends and family.

What are your primary duties in HR?

Take a look at your job description. (I know, it’s got to be the most boring document you have ever read. But take the time to read it carefully.)

Check off the 3 duties on your job description that have the greatest impact on profits and sales? Are you spending 80% of your time on those 3 duties?

Remember the 80/20 rule? 80% of the contribution you make to a job, comes from 20% of your duties/responsibilities. That means, 80% of your time should be devoted to 20% of your duties. Most people in HR spend 80% or more of their time on the 80% of their duties that contribute almost nothing. It’s an easy trap to fall into. “I’ll just finish this report and get it off my desk.” Or, “I’ll process these performance evaluations from the last month.”

HR Departments seem to be magnets when it comes to attracting paperwork (electronic or real paper.)

How do you escape the “paperwork” trap?

Next 4 hours, each time you pick up a piece of paper (electronic or real) ask yourself if that piece of information will ever be looked at again. If the answer is “no” or “not likely” then that piece of information needs to be processed (not just stored) electronically. You should never have to see that piece of information unless it needs to be accessed to address a specific situation.

Ok, you’ve identified all the stuff that’s bogging you down. That’s preventing your success.

Now what?

Pick one item from your list, any one. Sit down with your technology department or your boss and figure out how that piece of information can be processed electronically. How much time per day, week, or month will be saved? Now devote that time to the most important 20% of your job.

Just streamline one aspect of your job a week. You will be amazed at how quickly you will have more time to spend on activities that will get you promoted, get you raises, and get you recognition.

Get started today.

The other 88% of HR organizations? Still spend majority of their time on reactive activities and being bogged down.

Top HR organizations make a point of understanding the business challenges facing each Department. With the help of the management teams in each Department they structure onboarding and retention strategies, training, compensation, coaching and the motivational steps to keep the best employees.

Aberdeen Group ran a survey of 1300 business leaders. 6 of business leaders Top 10 challenges are work force related.

HR organizations at the top not only understand the business challenges of each Department, they also identify how to measure the ROI of all HR initiatives. Measurement drives the performance of any organization.

HR must continually be challenged, and challenge themselves to understand and measure the contributions from their efforts. When it comes to staffing, that means understanding the skill sets the organization is going to need going forward. Often those skills are different than exist now. Then HR needs to anticipate and recruit in advance.

The days of reactive HR Departments is rapidly ending. Reactive HR organizations will find their services sub-contracted out. Pro-active HR organizations that measure the impact of their performance on ROI will be in demand…and those HR people will finally start to get the respect and pay they deserve.

We all know hiring and retaining top talent is the key to solving business challenges and building profits. But how and where to start.

Building a highly talented business culture starts by engaging your employees. Both management and staff level. All can contribute. It’s often amazing the insights various employees have on how to improve your business.

A key to any business is improving the processes used to run the business. The hotel industry is often slow to adopt and develop streamlined/new/better processes. Staff employees are often the key to identifying process improvements. They are familiar with the details of their jobs and departments.Often they have great ideas on how to improve the department while making their jobs easier, and themselves more efficient.

Companies with a Talent First Culture typically are innovative. Because employees are engaged they can be quick to respond. Innovation is concentrated first on improving revenues and profits. You can’t save your way to profitability. Innovate.

Improved processes and innovation lead to improved productivity and profits.

Companies with a ‘Talent First” mentality quickly become known for their agility to take advantage of opportunities. Agility also entails turning challenges to opportunities.

The beauty of a Talent First Culture? It starts with an attitude. Any business person can do it within the frame of their job. Changing a mindset and engaging employees doesn’t require capital or more staff…at least initially.

Does your blog feature the guest experience when a need was anticipated? Does your blog include guest comments, attributed to the specific guest? When the comments are negative do you identify how you have solved the issue for future guests?

Does your staff talk about ways guest and employee needs were anticipated every week? How much staff meeting time is spent talking about anticipating guest and employee needs?

Does your hotel track when guest needs have converted into additional revenue? How profitable those incremental revenues were?

Hotels that provide great guest service are more profitable. They also anticipate guest needs to minimize “surprises.”

Have a success you would like to share?

All communications need to be narrowed to the exact audience you are trying to reach.

Big companies use ‘landing pages’ in social and electronic media to guide users to those sections that appeal most to the user.

Each of us need to do the same thing when we communicate. We are in the employment business. We see many companies writing very broad based ads when they have specific skill sets they need. Then they wonder why most of the candidates that apply are unqualified.

Identifying the right audience is critical. I talked to F&B Director at hotel that has outside entrance for their outlets. They have email lists of local customers that frequent each restaurant and lounge. Each week they go out with a very short email telling customers what is going on in the outlet they frequent most, with links to their blog about what’s happening in other outlets. Then they write something similar for their blog. Last they prepare a simple 8 1/2 x 11 flyer to distribute at the Front Desk when guests sign in for the weekend. That sheet describes what is happening in each outlet. Four different communications, but all with similar information so preparation is quick.

Results? Sales for 2011 in F&B outlets were up 40%.

What can you do today to better target your communications to make your job easier? (And ‘wow’ your boss?