O que você faz se o seu supervisor de hospitalidade não está cumprindo suas principais responsabilidades?

It’s important to identify the specific areas where they are falling short and have a constructive conversation to address these performance issues. This can involve setting clear expectations, providing additional training or resources, or offering support to help them improve. Taking Action If my supervisor continues to underperform despite efforts to support them, it may be necessary to implement performance improvement plans, provide feedback on a regular basis, and consider further actions such as training, coaching, or, in some cases, restructuring roles, identifying areas for improvement, and ensuring that team members are meeting performance expectations to deliver quality service

Assim, existe um imaginário de que o líder precisa saber de tudo, quando na verdade isso não é verdade, o que ele precisa é se munir de uma equipe diversa em competências e visões, para que ele ou ela possam tomar as decisões e assumir responsabilidades. Claro que o líder precisa sempre saber de tudo um pouco, continuar aprendendo, se interessar e saber pedir ajuda. Quando não é esse o caso, é importante saber diferenciar se essa dificuldade é uma questão de caráter ou se é só falta de ajuda e apoio mesmo. Se for caráter, é mais complicado, você precisará entender os meandros políticos que essa pessoa está envolvida e tomar cuidado. Se for falta de apoio e ajuda, você pode se aproximar e ser essa pessoa e não ser um detrator desse líder.

If your hospitality supervisor is not meeting their key responsibilities, address the issue promptly and directly with them in a respectful manner. Clearly outline the expectations and responsibilities of their role and provide specific examples of areas where improvement is needed. Offer support and resources to help them succeed, such as additional training or mentoring. If the situation persists despite efforts to remediate it, escalate the matter to higher management for further action or intervention.

It all starts with open dialogue. A supervisor may need redirection or even guidance, but it all starts with communication of expectations, setting understood goals, and then reevaluating regularly. If you keep it constructive, hopefully you can build together. Of course if the supervisor is not receptive, it may not be a good fit. But always lead with open communication.

In my opinion, people always try to do their best, even supervisors or bosses in general. Of course, they may not be in touch with reality and think they are doing awesome when they are not, but they can be also not aware of their performance, they may be having a rough time or they may be struggling due to lack of training, resources, or support. Offering constructive feedback on areas where the supervisor can improve and recognize any positive changes or efforts they make to address the issues may be a way to help them to take action, as well as offering assistance or suggesting additional training or resources that could help them improve while letting them know they can count on us.