1. Nominee:Daniel Hoffmann,RestaurantManager
Hotel:PullmanLiverpool
Daniel joinedPullman Liverpool inthe role of Assistant Restaurant Manager in November 2015 andwas part of the small
pre-opening team. Uponjoining the team Danielinstantly demonstratedpassionandenthusiasm for the Pullman brand
havingconducted anenormous amount of pre-employment research. During the Hotel Preopening phase Daniel spent
time focusing on recruitment andselection of the FoodandBeverage team, having taken ownership for buildinga team in
the absence of hismanager whowas yet to start inthe business. During this time Danielshoweda keeninterest to develop
his interviewingtechniques byresearching online and requesting to spend time shadowing more experi enced team
members, displaying eagerness and curiosityfor developinghis selection skills. During this time Daniel represented the
organisationin a trulyprofessional andpassionate manner andalways establisheda strong relationship with candidates.
During the opening stagesDaniel shone due to hisflexibility, passionandcommitment to the Business, he was driven and
focusedon what objectives needed to be met andoftenworked autonomouslywithlittle instruction and direction due to
the absence of hismanager, something that helped his leadershipskills naturally flourish. Daniel embraced the use of
technologyanddevelopeda webbasedsystemto helphim andhiscolleagueswork onthe openingproject remotely, this
had a great impact on productivity a nd efficiency something with Daniel noticed was required.
Daniel alsoworked hardto co-developtrainingactivitiesto helporientate his new team often researching best practise
and drawing onhisownexperiences. He was keen to develop activities focused on customer service however more
importantlyhas beenanadvocate of developing a culture of trust andempowerment. Daniel has the ability to deeply
reflect onhisownlearning experiences andidentifywhat has beensuccessful anddevelopthose experiences into learning
objectives for his team members. Duringthe last eight months that Daniel hashad his teaminplace he has provided them
with clear goals andobjectives, clear learning paths andhasgiventhem support to achieve their goals. Daniel selflessly
dedicatedhis time andattentionto his team members to help them achieve their goals in a supportive and creative
environment. Daniel alsohas the abilityto challenge poor performers inhiswhere required, he hasa strong ability to see
situations fromboth the customers and employeesperspective to reach a balancedandfair decision. He takes time to get
to know his teammembers to understandtheir training needs and developcoachingprogrammes tailored to individual
needs rather than just taking a blanket approach across the team.
Each monthDaniels team showappreciation bynominatinghim for Pride of Pullman(employee ofthe month programme),
Daniel hasbeen the onlymember of Management to have receivednominations ona monthlybasis, often a ccepting the
nominations with humility. For the organisation we are able to acknowledge how much the team appreciate Danieland are
inspired by his leadership.
In June 2016 Daniel was successfullyappointedto the role of Restaurant Manager, the organisationwere cautious of such
a promotion ina short space oftime however were convinced that Daniel would excel in the role due to his sheer
commitment, passionanddrive. Daniel hadstrong support fromhis team andother Senior Managers inthe business who
were all able to identify him as the perfect candidate for progression, a promotion that Daniel was thrilled about and
acceptedwithhumblenessand modesty. One ofDaniels greatest qualities is that he doesn’t quire realise or accept just
how good he is, and is often his own biggest critic.
Since this time Daniel hastaken ownership for developing standardoperating manuals, keeping a photo catalogue of set
ups andis conscious of consistencyandhigh standards. He takesthe time to trainhis team and provide feedback on their
standards.
More recentlyDaniel hasbecome a keenadvocate for the organisations newe -learningprogramme, Daniel has shown a
keen interest inthe programme and has takenthis further bytheoreticallyresearchingthe impacts o f e-learning versus
classroomto be able to passionatelyintroduce the programme to histeammembers. Daniel worked witheach of his team
members to introduce the programme, spent time helping themget set upandfamiliarised with it and supported them
through completion, he also developed a reward andrecognitionscheme for his team to encourage completion. As a result

2. Daniels team have the highest success rate in e-learning, which we believe to be a reflection on his support and
encouragement.
Since joiningthe organisation Daniel has beenextremelyfocusedon his career goal of becominga Hotel GeneralManager,
he has developeda veryclear path ofprogressionanddespite the pressure andextreme workloadof openinga new hotel
Daniel hasnever lost sight ofhis career goal. Daniel has keeninterest inhisowndevelopment andhas sought guidance and
mentoring from the Hotels General Manager, Human Resources Manager and more recently Food a nd Beverage
Operations Manager, Daniel frequentlyoffers his own time to workwith other departments to helphimlearnmore about
the Hotelsoperations. To aidinhisprofessional development Daniel has recently completed an NVQ level three in
supervision andwillshortlybe commencinga level four qualification inmanagement. As a true professional Daniel often
requests regular feedback fromrelevant stakeholders, fromeverynew experience he encounters he reflects from the
experience andlearns from it. Daniel has agreed that since joining Pullman he has been able to develop his own
management style rather than portrayingthat of his superiors, he has become more supportive, patient and developed his
coachingandcommunicationskills. For Daniel effective communication is the keyinhis department, he ensures that the
team are well communicated with, understand the businessandensures that each of his team members know the impact
that their roles have in the business.