by Doug Kennedy
June 6, 2009
When it comes to creating positive first impressions, the job of front
desk associate is arguably the most important of any hotel staffer.
For guests booking online or via third parties, the front desk literally
is their first impression. Even for those who have spoken with the
reservations team by phone prior to arrival, their front desk arrival experience
will set the tone for their entire stay.
Guests who have a positive experience at check-in are certain to be
more understanding later, if/when they have objections or complaints later
during their stay. In other words if they have a good experience
at the front desk, they will be much more forgiving later when a room service
tray is delivered late, when the air conditioning breaks, or when a housekeeping
request is overlooked.
Contrarily, guests who have a negative first impression can become hyper-critical;
they will spend the rest of their stay almost looking for things to add
to their �list,� which they will giving to their attorney first thing on
Monday!
When I was ascending the ranks of hotel management years ago we were
always told that an unhappy guest tells 9-10 other people. Now in
the era of consumer generated media and social networking, the potential
reach of �word of mouth advertising� is much greater. The potential
negative (or positive) impact of a guest review at TripAdvisor, or even
a posting at someone�s Facebook or Myspace page, is almost unimaginable
compared to days of old when we only had to worry about someone telling
their friends and neighbors.
Unfortunately, just as it always has, most training that takes place
these days at the front desk is still of the �on-the-job� variety with
little or no direct involvement from upper and mid-level management.
Instead, the budding new front desk superstars spend their first day shadowing
whichever veteran staff member happens to be working that day; someone
who likely has no training skills and few if any training resources.
Do you remember the game of �Telephone� or �Whisper down the lane� we
all played as kids whereby the first person would be told a story and then
would have to pass it on to the next player, who would pass it to the next,
etc�.? Do you remember how much the story changes after having been
passed to just three or four people? Using this analogy, it is easy
to imagine how important procedures, standards, and processes don�t get
properly communicated to the new staff and thus eventually erode over time.
It is also easy to imagine why the turnover is so high for the front
desk staff position in particular; especially when you think about how
frustrating this situation can be for a newly hired, career minded associates
most of whom want to do their very best, having survived the extensive
pre-employment screening processes most hotels have in place and thus having
proven they ��really do love working with people!�
Hotel managers in today�s era need to recognize how important it is
to properly indoctrinate new staff, especially those at the front desk,
and to have a formalized process in place for both new-hire and ongoing
training.
Here are some suggestions for new-hire training at the front desk:
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Understand that the structure of an associate�s first day on the job creates
a positive first impression on them, just as we are asking them to do for
our guests.
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The first task should not be to learn the switchboard nor the front desk
computer, which inadvertently sends the message �we are here to work this
computer; sometimes guests have requests that interrupt us.�
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Instead, the first few hours on the job should be talking about the concepts
like pro-active (vs. re-active) guest service and/or delivering genuine,
authentic service (vs. scripted, robotic) and how this level of service
benefits all parties, including hotel profitability. It is preferable
that this discussion be with an experienced, senior level executive
such as a GM, AGM, or DOSM.
-
Create a new-hire orientation schedule and checklist. Having a formalized
plan outlined will ensure the new associate has exposure to all of the
resources they need to succeed. Asking them to sign-off when the
checklist is completed increases their accountability.
Here are suggestions for ongoing training of existing front desk staff:
-
Most hotel hospitality training focuses exclusively on communications techniques,
such as eye contact, body language, and telephone skills. This type
of training is certainly important and should be part of the big picture.
To maximize the transfer of this type of training to the workplace, ask
associates to portray both good and bad examples as you video tape them
and then replay the results for the group. Portraying bad examples
shows that there is in fact a wrong way to do it and also makes training
fun; portraying the correct way allows each associate to show that they
can do exactly what they have learned to do in the training.
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Besides communications techniques, another key component is training which
creates empathy for and an understanding of the experiences guests are
living-out every day on the other side of the front desk and the other
end of the phone line. Brainstorm with your group all of the many
reasons guests stay in your hotel; remind them it�s not always to attend
a wedding and that it could be a funeral. It�s not always a fun business
meeting but could be to announce a company layoff or plant closure.
-
Discuss with your group what a guest must go through when traveling to
the hotel by car or by plane, and all of the challenges they could potentially
encounter en route which can bring out the worst side of even the nicest
guests. Explore how a proper welcome at the front desk can be a turning
point in a guest�s day.
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Create a very short list of �core values� that are absolutely delivered
with zero defect. An example might be: �Guests will always be properly
welcomed upon arrival� or �Telephones will always be answered with a proper
greeting by an associate who �owns� the call from there.� Discuss
how consistency in these areas can impact repeat business, word-of-mouth
advertising, consumer-generated media, and social networking postings.
Hold associates accountable through constant reinforcement in workplace.
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Visit popular websites for consumer generated media, such as TripAdvisor.
Have your team read the postings there and to discuss how the guest services
techniques from the training content could have impacted the posting.
Above all, make sure your management team knows that we can�t and won�t
ever �find� the time to conduct front desk hospitality training; instead
we must make training a priority and somehow carve out the time - even
a few budget dollars for training resources. Even my fifth grader
could do the math and calculate that the potential revenue impact of even
just one positive guest review or social media entry will easy cover the
investment in training.
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Doug Kennedy, President of
the Kennedy Training Network, has been a fixture on the hospitality and
tourism industry conference circuit since 1989, having presented over 1,000
conference keynote sessions, educational break-out seminars, or customized,
on-premise training workshops for diverse audiences representing every
segment of the lodging industry. Ee-mail Doug at: [email protected] |
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