Werner presentation

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Werner presentation

  1. 1. Mandarin Oriental Hyde Park ,London welcomes
  2. 2. Presentation Contents: The Brand of Mandarin Oriental Hotel Group What is Colleague Engagement? The Benefits of Engagement What is Our Brand Promise To Our Guests? What is Our Brand Promise To Our Colleagues? The Strategy For Success!
  3. 3. A Moment of Delight.....
  4. 4. What Are We Saying About Our Brand? • Oriental • International • Luxury • Amazing locations • Exquisite • Deluxe • Elegant • Friendly • Chic • Seamless • Attentive • Natural
  5. 5. How do we Achieve this Brand Recognition? Great Service!
  6. 6. “Superb service is the indispensible ingredient of successful luxury brands.” Robert Reppa and Evan Hirsh: The Luxury Touch
  7. 7. “Culture Drives Behaviour and Behaviour Drives the Brand!!!”
  8. 8. “If you have the right people on the bus, they will be self motivated. The real question then becomes: How do you manage in such a way as not to de-motivate people.” Jim Collins: Good To Great
  9. 9. “How do you have such great people working in your hotels?” Alan Jones: CEO Jardine Motors
  10. 10. Recruitment “Whether someone is the “right” person has more to do with character traits and innate capabilities than with specific knowledge, background or skills.” Jim Collins: Good to Great
  11. 11. Observable Behaviours Skills & Knowledge Easier to Identify & Measure Competencies: More Difficult to Personal Characteristics Identify & Assess Attitude, Values, Aptitudes, Personality Traits & Motivation
  12. 12. Recruitment • Interviewing For Success • Screening Tools • E - recruitment • Snap Hire / Profile Ex • Getting The Right People On The Bus....
  13. 13. What is Colleague Engagement? “Engaged employees are those who go beyond knowing what the mission is: they believe the mission and understand what is needed to achieve it.” Bill Piersol: Employee Engagement and Power to Give the Edge.
  14. 14. DRIVERS OF ENGAGEMENT • Leadership • Communication • Performance Management • Benefits • Acknowledgement • Learning & Development • Career Planning • Parties & Activities
  15. 15. Leadership • Open door policy • Approachability of Senior Management • Adaptable Leadership • Lead by Example / Role Modelling • Developing People
  16. 16. Communication “Do the processes that support two way communication drive colleague engagement at Mandarin Oriental Hyde Park?” Keith Edwards: MBA Dissertation Question
  17. 17. Performance Management • Orientation / Probation Reviews • Profile / Performance Reviews • Level 8 Performance Reviews • One-to-one Chats
  18. 18. Benefits • Colleague Relocation • MOstay • Colleague Restaurant • Changing Rooms • Uniform • Health Care • Hours of Work • Salaries
  19. 19. Acknowledgement • Long Service Award • Colleague Awards • Moments of Delight • Birthdays • Cultural Days Reinforcing Behaviour that Supports the Brand
  20. 20. Learning and Development • Developing an Integrated L & D Architecture • MOve Forward • Accelerated Management Development Programme MBA General • MOve Up Managers & Senior Managers MOve Forward Senior Management • MO MBA Programme Additional Training and Development MOve Up Supervisory/ Development Junior • Additional Programmes e.g. IFS, PFS, PM activities as appropriate at each level Management Development Job Skills training MOve in - Orientation Orientation
  21. 21. Career Planning • Internal Transfer System • Annual Career Discussions • Hotel Succession Planning • Group Succession Planning • Promotions From Within • Cultural Ambassador Programmes
  22. 22. Parties & Activities • Colleague Parties and Events • Departmental Events • Hotel Sports Days • Management Retreats • The Power of Shared Experience..... • Hotels Attracted Social People Who Want To Be Entertained!!
  23. 23. The Benefits of a Successful Engagement Strategy Absence From Work: 5 fewer days off sick per year Profitability: Increased by 12% Productivity: Increased by 18% Revenue: Increased by 43% Staff Turnover: 87% less likely to leave MacLeod and Clarke (2009): Engaging For Success: Enhancing Performance Through Employee Engagement
  24. 24. MANDARIN ORIENTAL HYDE PARK Colleague Commitment Survey: 90% 2004 – 52% 80% 70% 2005 – 60% 60% 50% 2006 – 65% 40% 30% 2007 – 64% 20% 10% 0% 2008 – 84% 2004 2005 2006 2007 2008 2009 2009 – 84%
  25. 25. MANDARIN ORIENTAL HYDE PARK Sunday Times Top 100 Companies to Work For 2007 and 2010
  26. 26. “The books may show that employees represent the largest share of expense. They don’t show that they also earn the largest share of revenue.......If employees are really doing their job, they’re not a cost, they’re an asset, our primary asset.” Isadore Sharp: Four Seasons: The Story of a Business Philosophy
  27. 27. A Sense Of Place.....
  28. 28. What Is Our Brand Promise to Our Guests? Legendary Quality Experience
  29. 29. MOMENTS OF DELIGHT 1. Telephone to reserve 11. Room Service Waiter/ess x 2 2. Telephone to change or reconfirm 13. Switchboard x 2 3. Airport representation 15. Maitre D’Hotel 4. Limousine driver 17. Waiter x 3 5. Doorman 19. Manager 6. Bellman 20. Concierge 7. Receptionist 21. Cashier 8. Floor Supervisor 22. Bellman 9. Room Attendant 23. Doorman 10. Room Service Order Taker 24. Limousine Driver
  30. 30. MOMENTS OF DELIGHT 25. Barman x 2 26. Cocktail Waiter/ess x 3 27. Guest Relations Officer 28. Floor Supervisor 29. Room Attendant
  31. 31. MOMENTS OF DELIGHT 29 moments x 190 guests = 5510 per day X 365 days = 2,000,000 Plus others departments: Spa, Banquets, Sales, PR, etc. = 2,400,000 Moments of Delight per year 25 Operating hotels = 600,000,000 Moments of Delight per year = The Brand of Mandarin Oriental Hotel Group!!
  32. 32. “Culture Drives Behaviour and Behaviour Drives The Brand!!!”
  33. 33. What is Our Brand Promise To Our Colleagues? Colleague Quality Experiences
  34. 34. Creating a Colleague Brand Mapped the Colleague Journey against the Guest Journey Conducted a set of Global Focus Groups Employed Synovate to compile the data Developed a set of Colleague Quality Experiences that were in line with our culture and expectations of colleagues
  35. 35. Colleague Quality Experiences First Impression Orientation Providing a Safe Working Environment Uniform Changing Room Facilities Colleague Dining Room Salary and Benefits Learning and Development Career Development Creating Talent Colleague Feedback Communication Acknowledgement of Performance Care For Colleagues Being Yourself at Work Beyond the Workplace.
  36. 36. A Strategy For Success James Heskett: The Service Profit Chain: How Leading Companies Link Profit and Growth to Loyalty, Satisfaction and Value
  37. 37. Colleague Satisfaction The Service Profit Profit Chain Added Value £$ Customer Satisfaction
  38. 38. CQE’s CQE’s CQE’s CQE’s CQE’s CQE’s CQE’s CQE’s Engaged Colleagues Profit & The Colleague Brand Expansion Added Value Engagement Cycle Brand Loyal Guests LQE’s LQE’s LQE’s LQE’s LQE’s LQE’s LQE’s LQE’s
  39. 39. CONCLUDING REMARK “The services surrounding luxury brands can be viewed not only as an intrinsic part of the product themselves, but an important differentiator of the brand.” Robert Reppa: The Luxury Touch Development Acquisition Retention Mobility The Culture Drives Behaviours which Drive the Brand......
  40. 40. What Questions Do You Have?

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