Managers often underestimate the impact of their
leadership style on talent retention. While many rate themselves as effective, a striking statistic reveals that nearly 60% of
employees who resign do so to escape their manager, not the company, according to a DDI World study—and the hospitality sector is no exception.
It is time to look in the mirror and see not what we would like to see, but what truly adds value to our property, our
team and our shared goals.
In this article, I would like to explore the gaps between managers’ perceptions of their own leadership and what their
employees really think.
1. The Friendship Trap: More Leader, Less Colleague
At times, managers who have been promoted internally find themselves trapped in the idea of being friends with their direct reports. However, the reality is that employees need intelligent, decisive leaders, not co-workers. The solution lies in remaining approachable without crossing the line into close friendship. Decisions based on facts and performance, rather than personal relationships, are crucial to the success of the
team and the business.
2. The Helicopter Leader: Delegate, Don’t Dictate
Like parents who hover over their children, helicopter leaders
micromanage every aspect. This approach can stifle employees’ autonomy and creativity. The key is to understand what is happening without becoming immersed in every detail. Provide training, encouragement and support, allowing your team to do their jobs well without feeling excessively monitored.
3. Emotions Running High: Maintaining Emotional Stability
We all have bad days, but when mood swings affect employees, productivity plummets. As a leader, it is essential to leave personal emotions at the door. Remain calm and focused, demonstrating emotional stability even under pressure. This will build and sustain the team’s trust.
4. The Intimidating Leader: Build Up, Don’t Tear Down
Leaders often do not see themselves as intimidating, but their condescending tone can have a negative impact. Avoid being a bully and seek external feedback to correct any harmful behaviour. Good leadership not only prevents workplace bullying, but also fosters an environment of mutual respect.
5. Excessive Expectations: Balancing Work and Personal Life
In today’s era of ever-increasing connectivity, managers should not expect employees to be available 24 hours a day. The key is to stop working when the workday ends. By allowing personal time, you gain commitment and dedication during working hours.
Rethinking Leadership in Hospitality
As a leader in the hospitality industry, recognising the gap between self-perception and employees’ perceptions is the first step towards effective leadership. Taking an approach focused on critical skills, beyond labels such as "soft skills", is essential to retaining talent in a competitive market. The key is to learn, evolve and lead with empathy and resilience.
True leadership is not found in authority, but in the ability to inspire and guide, while being aware of the mark we leave on every team member.
