{"id":13705,"date":"2016-02-24T12:38:27","date_gmt":"2016-02-24T11:38:27","guid":{"rendered":"http:\/\/www.targettraining.eu\/?p=13705"},"modified":"2023-01-25T11:31:15","modified_gmt":"2023-01-25T10:31:15","slug":"can-a-slice-of-pizza-make-a-difference-building-alignment-in-service-industries","status":"publish","type":"post","link":"https:\/\/www.targettraining.eu\/de\/can-a-slice-of-pizza-make-a-difference-building-alignment-in-service-industries\/","title":{"rendered":"Can a Slice of Pizza Make a Difference? \u2013 building alignment in service industries"},"content":{"rendered":"

\"training

I\u2019ve worked with many companies working in the service and hospitality industry in the US and Asia. One problem I\u2019ve noticed is that whenever people begin to talk about building the right culture within a department it can quickly become too abstract. This doesn\u2019t need to be the case! Let\u2019s think of culture as a pizza (or a \u201cpizza pie\u201d as we say in the States). There are several layers in developing a successful and delicious pizza and every layer is essential. Building an effective company or team culture is similar – each layer has its own role to play in impacting the work environment and the bottom line of the organization.<\/p>\n

The Dough<\/h2>\n

The dough is our foundation. When managers and Human Resource departments hire new candidates, one criteria they should look for is the candidate\u2019s commitment or we could say \u201cIs the candidate passionate about what he\/she is trying to achieve?\u201d We need to hire those who are passionate and enthusiastic about their roles.<\/p>\n

The Sauce<\/h2>\n

Dough would be tasteless without the sauce. Sauce can be described as core skills and behaviours for the organization, and one-on-one time with new hires is essential. On-boarding training is key too. I consulted a business called Reggae Bar Phi in Thailand. They wanted all new candidates to jump into the job and weren\u2019t spending any time on induction and training. Taking the time to train new employees meant that employees knew what they were doing, why they were doing it and how their roles and actions impacted the bottom line. On- boarding should have a company-wide element plus be customized to fit the department\u2019s objectives.<\/p>\n

The Toppings<\/h2>\n

We\u2019ve got the dough (a passionate candidate) and the sauce (essential training). We all have our own favorite toppings for our pizza – and this is where acknowledging and working with individual diversity is essential. For instance, in the hospitality industry, it\u2019s important that all team members bring their own unique charm to the table to customize a guest\u2019s experience at the hotel. Managers and Human Resources hire employees because they see the unique aspect in each individual that could impact the company. I strongly feel that leaders should build an atmosphere where employees feel comfortable being themselves and playing to their individual strengths.<\/p>\n

\n

I had the privilege to work for a great manager at a wonderful hotel in Orlando. One of the key characters my manager asked for was that I be myself. She told me \u201cBring out the charm in you and wow the guests\u201d. This is an important statement. It\u2019s hard to change a person\u2019s personality and characteristic, but leaders can craft those inner talents towards the establishment\u2019s goals. Allowing employees to bring their personal skills and assets to the table drives commitment, engagement and quality.<\/p>\n<\/blockquote>\n

The Oven<\/h2>\n

Have you ever eaten pizza raw? Of course not, we need an oven to fully complete the process. Leaders and Human Resource departments should be there to support individuals and departments to achieve their goals. Employees must feel connected to the organization. One client shared her approach as \u201cTreat employees like you want them to treat external clients\u201d. This can be extended to treating colleagues with the same respect \u2013 after all we all need support from one another. Employees need the support from their supervisors or leaders. Front desks can\u2019t run a hotel without the support from the housekeeping department. And a logistics team can\u2019t function without the IT support team.<\/p>\n

I\u2019ve used my \u201cPizza Mind\u201d metaphor to help hotels improve their Market Metrix score and ranking of the departments from the lowest to the winning department of the year. In addition, it also helped to increase staff retention and morals. The main objective of implementing the \u201cPizza Mind Metaphor\u201d is to help organizations create a stronger and effective culture where employees can be the competitive advantage in the market. No competitors can replicate this recipe of building \u201cintangible assets\u201d within the company.<\/p>\n

\"Earl