It takes a special kind of “people person” to be a good Casino Host. The backgrounds of today’s hosts are quite varied, but the thing they all have in common is that they are delighted to be in the company of others. A host has the ability to make each of his players feel as though they are the most important person in the world. Hosts can make “no” sound like “I’d really like to…” And they need a particular kind of environment in order to thrive and do their best work.
Like employees in any sort of job, hosts expect to be compensated for the work they do. Hosts should be paid a salary commensurate with carrying a company phone that is likely to ring at all hours of the day and night. Casino hosts have to cater to some very demanding guests, but because the guests are worth it, most hosts pride themselves on satisfying those “difficult” players. But again, just like any other employee, hosts require more than just a paycheck in order to do the job to the best of their ability.
Think about the primary tool in a Casino Host’s toolkit: the relationship. It is more powerful than a comp, brings players to the casino more reliably than the direct mail program, and trumps new or updated competitors in the long run as long as it’s been properly built. Interestingly, a strong relationship with a team leader should be part of a host’s compensation.
The relationship a Casino Host has with his or her team leader will, in many cases, directly affect the host’s level of engagement with his or her assigned players. In a recent blog post on Harvard Business Review, the author suggests that engaged employees feel “loved,” and that the more “love” an employee feels drives a higher level of engagement in the job. The post clarifies that the love in question is “companionate love,” derived from a feeling of connection and warmth in the employer/employee relationship.
“You mean we have to hold hands and sing Kum By Yah in a circle at our host meetings?” As entertaining as that might be to watch (contact me before you do this; I want to have you record it and send me the video file!), what I am proposing goes deeper. I am suggesting that team leaders invest some emotional capital in the hosts to help them flourish.
Any good Player Development professional will confirm that the relationships hosts (or any casino associate, for that matter) build with the property’s players build loyalty and help a casino hold on to their share of the gamer’s wallet. Strong host/player relationships can prevent a player from defecting to a competitor over a disappointment or other negative experience. Doesn’t it stand to reason then, that the relationship between an employee and his or her team leader would have a commensurate effect on the employee’s performance and direct engagement with the job?
Here are some ways to build that companionate love without crossing the necessary boundaries of a workplace relationship. Spend some time with the members of your team during the workday. Learn about them: family ties, personal motivators, challenges and frustrations, hobbies and interests, background experience, and growth aspirations. Share some of your own workplace experiences with the members of your team so they see you more as a fallible person instead of just as a “boss.” Ask them for feedback on your leadership style. Demonstrate their importance to the property’s success and implement their ideas whenever you can. Lavishly praise their accomplishments and provide candid and fair assessments of their performance when improvement is needed. Observe their performance first hand and discuss your observations. Talk WITH them and not just TO them, just like you should with your guests. Generate a dialogue. Build strong working relationships to ensure they each feel a connection with you.
Not the warm and fuzzy type? Don’t fake it. They’ll know. Just be genuine. Step outside your comfort zone for them. Make the effort. It will make a difference.
How will you know it’s working? When the members of your team feel comfortable coming to you with their concerns and speak freely, you’ve arrived. If someone isn’t doing the best job possible, and you approach them to discuss it, defensiveness melts away during the conversation. If it’s real, you’ll both know. And your team will thrive.
By all means, share your own experiences with us. Tell us what you’ve done that worked or what you’ll do to build that kind of relationship with your team.