Your personal hotel coach and mentor—a partner who’s always there for you

It’s often said that “the fish stinks from the head down,” but unfortunately, the people around us don’t see how demanding work in the hospitality industry really is. The greatest misunderstanding—and sometimes I feel even underestimation—of our work comes from the general public. The truth is that anyone who hasn’t experienced working in our industry firsthand has no idea what a combination of challenges we actually face or the pressure we’re often under.

Guests tend to have a somewhat romanticized view of our work because, from their perspective, it looks great—doesn’t it?

In our PHC practice, we quite often work with family-run businesses, where running an accommodation facility isn’t just a labor of love—the interaction with guests is very personal, even homely.

Sometimes we encounter a mix of different business models, which has been a major lifeline for some hotels in recent years. But this also sometimes leads to comparisons or attempts to fit hotel operations into a mold that’s actually valid and functional in a completely different industry.

Last time, I briefly discussed the 5 steps where satisfied employees lead to satisfied guests, and those guests, through positive reviews, help us achieve higher revenue and thereby improve the quality of our products and services.

If we look at the statistical distribution of lodging facilities in the Czech Republic, smaller facilities clearly outnumber the larger ones. It logically follows that hiring an in-house HR manager or even a training manager is an unattainable and unaffordable goal for the vast majority of hotels. This is the domain of larger hotels, hotel groups, and, of course, hotel chains. The smaller the accommodation facility, the greater the overlap of roles and positions within it.

What is often not discussed—and, frankly, there isn’t usually time for it during peak operations—is the fact that if you are promoted to the position of supervisor, manager, or even director, it’s primarily because you’ve achieved a certain level of professionalism and experience in that field, and it’s sort of automatically assumed that you’ll handle the managerial aspects as well—including the human side of leading people. After all, we’re in the people business, aren’t we? And let’s not forget—you’re supposed to act like a natural-born leader, right?

In our consulting practice, we’ve found that incorporating managerial coaching and mentoring has proven very effective for our clients. Clients continued to achieve great results—but faster! Managers were no longer creating a glass ceiling for their teams; on the contrary, they were able to motivate them more easily—best of all, by leading by example! Over time, they mastered our techniques and began applying them themselves within their own teams.

I’d like to offer you a limited-time, limited-capacity hotel coaching and mentoring package, regardless of your position or role in this field. You don’t have to go through this alone. Come boost your personal satisfaction quotient. Take advantage of our expertise, perspective, and healthy objectivity. We’re here for you to serve as your sparring partner and ally through thick and thin. After all, you don’t have to go through this alone.

For more information, contact me by email at Jenckova@PHConcept.cz, or by cell phone at 603 453 633, via WhatsApp, or Messenger.

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You may not be dealing with this issue right now, but perhaps you know someone who could benefit from this service. I’d appreciate it if you shared this with them.

Your hospitality coach
, Jiřina Jenčková