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Posts tagged ‘General Manager’

Painter’s World: Little Acts of Appreciation

Every day, a painter’s world includes opportunities to show his or her appreciation. To someone. For something.

 

Ten Acts of Appreciation a Hotel Painter Can Try

 

  1. Thank your teammates, supervisor, and other coworkers for their help, support, etc.
  2. Go easy on the teammate that goofed, again. Even if he or she could have prevented it.
  3. Hold the door open for a hotel guest trying to get moved into his or her room.
  4. Offer to hold something so a guest can strap his or her toddler into the safety car seat.
  5. Cut your chief engineer some slack. Tell him or her, “That’s okay. I can see that you’re under a lot of extra pressure right now…”
  6. Volunteer an extra pair of hands to a teammate, or staff member in another department.
  7. Offer that grumpier or aloof co-worker a way to talk to you without any explanation.
  8. Cover for a teammate when he or she needs to make a personal call during work time.
  9. Cut your co-workers some slack, especially when the work pressure is getting to them.
  10. Discreetly offer a “listening ear” to a co-worker whose mood/behavior/attitude has changed for some reason.

 

Ten Acts of Appreciation a Commercial-Industrial Painter Can Try

 

  1. Thank your fellow crew members for their efforts to bring in a project within constraints.
  2. Offer to cover for a co-worker who needs a little longer lunch or break time.
  3. Foreman: offer the worker, who is very pressured by personal responsibilities, the option to occasionally start work a little later. Or to leave a little earlier..
  4. Give the new guy a hand, or two. Even if he or she is experienced. Remember when you started out there?
  5. Cut that apprentice some slack. He or she is new to painting, and new to your company.
  6. Periodically, thank and visit your suppliers’ stores, shops, websites, LinkedIn.com, etc.
  7. Periodically connect with both your strong and less strong connections through social media. Acknowledge their recent accomplishments, or news. Thank them for any input they’ve given.
  8. On-site crew member: Loan a better paintbrush to a newer coworker, who might not yet own the size or type of brush needed to do the task.
  9. Thank and praise both long-standing and newer crew members. Especially when things have been going rough on the project, and/or for the company
  10. Thank your company’s office staff for making your job more doable. Please thank your foreman, superintendent/boss and company owner once periodically, too.

 

FOOTNOTE: I remember every person that has helped me, as a painter, to have a good day. Their smiles or laughs.  Their joking jabs. Their choices of words. Their handshakes. Their encouragement. The hands that they lent me. Their “training.” Their advice and constructive criticism. It all mattered to me. They all mattered to me.

 

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Showing appreciation works better when it’s sincere, spontaneous, and individualized.

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Behind “Painting with Bob” is a network of dedicated painters, professionals, friends, and editor.

Copyright 2018. Robert D. Hajtovik. All rights reserved.

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Paintshop Policies: Problems with Risk Management

Loss of property costs a business a lot of money. And, it can cost YOUR department more than it can afford. Thus, it’s essential to keep track of all losses and damages, even normal-use ones.

 

  1. Promptly document and report any loss or damage to your (1) supervisor and/or (2) company general manager/superintendent.
  2. Promptly document – keep a log – of any loss or damage that happens under your watch, or that you come upon that happened at another time.
  3. Report the loss or damage to your supervisor. Note: It is his or her job to determine which losses and/or damages should be reported to company management.
  4. Notify management when certain losses or damages occur repeatedly, and after you’ve already reported said incidences to your supervisor. Example: Losses of at least 8-five gallon buckets of new paint continued, for over five months after the foreman painter had repeatedly notified the project supervisor for the contractor for whom they both worked. So, the painter told the company’s superintendent that the losses of needed product continued.
  5. If you continue to suffer larger losses in the Paintshop, even after notification of management, ask your supervisor for a joint meeting with the general manager to discuss possible acceptable solutions.

Tread proactively and carefully when it comes to reporting possible internal, and possibly illegal, transport of products and materials.

Bottom line: Step up to the plate. Report losses and or damages as promptly as possible. And, do not be afraid to extend the reporting to higher-level managers when the standard chains-of-command reporting procedures are not working.

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Thanks for keeping on your toes. Even when it’s tough to do the right thing.

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“Painting with Bob” extends best wishes for your health, safety and prosperity in 2018.

Copyright 2017. Robert D. Hajtovik. All rights reserved

People Make the Difference: Inside Your Own Life

Time, circumstance and preferences change our holiday agendas. What we do, where we go (or stay), and who we spend the season with reflects our current take on life.

 

WHERE DO YOU THINK THAT YOU ARE INSIDE OF YOUR OWN LIFE?

 

Purdue U. friend Paul.

“I’m in a better place than a year ago. Thanks to prostrate scare, I’ve simplified. I retired as dean, and took a part-time teaching post. My wife and I moved back to southern Indiana. We’re within three hours of all of our children and grandchildren. We downsized to a 1,950 square feet English-style villa, from a 3,800-plus square feet, two-story Georgian with five acres to care for.”

 

Arizonan family friend.

“I’m ready to let someone else run this business. I don’t need to be in charge any more. I want to take my son and grandsons to the mountains, and fish…”

 

Aruban pilot pal.

“…leaving the destructive winds was the start of a new life. I sold the tourist charter plane service. I moved back to Columbia, and work with my cousins. At their family coffee plantation. We’ve always gotten along like brothers…”

 

Former PPG manufacturer’s rep.

“I asked for a smaller region. I had to move over 2,000 miles to get one. My wife and I were able to cut our expenses nearly a third. We were ready for a change of scenery. Relaxed life. More time…”

 

Painter friend Alex.

He first sent a Scrooge answer.

“The year’s been tough. I’m not in a good place. Nothing’s going right…”

 

Five minutes later his follow-up:

“Spinal surgery was a success. The doctors say that my son will be walking again by the middle of 2018. His wife, my daughter-in-law, has been able to return to full-time at work. My wife: she’s decorating everything in sight this Christmas…”

 

Southern Indiana cousin.

“Bob, I finally got it when my nephew asked, ‘Are you gonna be here next May to see me get my degree?’ I called my doctor…got my meds figured out… put myself on that Mediterranean-DASH diet…already lost fourteen pounds…”

 

Paleontology expert on Silver Lake region, CA.

“I look at my life as a history in the making. Not better than yesterday, or last year. Merely on track…”

 

My sister, always honest and creative.

“Bob? Who cares? When I get through the day, that’s doing better than when I got up in the morning, and went out the door…”

 

And me?

“Definitely, a no. 9 in the works. Books on course. Moving forward. Painting life in its right place. New hard drive installed; old one on its way to an expert to try to retrieve some special files… And two double batches of those Archway-like powdered sugar-coated Pecan balls, on the cooling racks.”

 

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Have a blessed and safe holiday week. And thanks from “Painting with Bob.”

Copyright 2017. Robert D. Hajtovik. All rights reserved.

Painter’s Hurricane Preparedness, Part 3: In the Paintshop

Many of the following tips make sense when preparing for any natural disaster.

 

IMPORTANT PAPERWORK, COMPUTERS, PERIPHERALS, ETC.

 

  1. SECURE all flash drives, software packages, important papers, logs, supply/inventory lists, guidebooks and manuals, etc. in weatherproof metal box. Store in chief engineer’s private storage unit on the property, or in main office of hotel or facility.
  2. Carefully place all computers, cords, hard drives, and other peripherals into their original boxes if you have them, or equally sturdy storage boxes. Also put them in your boss’s storage.

 

PAINTSHOP MATERIALS, SUPPLIES, TOOLS, EQUIPMENT

 

  1. Clear off all open surfaces such as workbenches, countertops, tables, etc.
  2. Clear off the floor. Remove everything from all traffic areas – real, potential, emergency.
  3. Move smaller objects such as supplies and manual hand tools into sturdy cabinets and closets.
  4. Place paintbrushes into their wrappers, or clean newspaper pages. Place on end in clean, dry, plastic 5-gallon paint buckets. Secure lids. TIP: With permanent black marker, print BRUSHES on lid and several spots around bucket. Store upright in closet or large cabinet that locks.
  5. Place roller covers into their plastic wraps, bubble wrap, or soft shipping paper. Place in clean 5-gallon plastic bucket(s). Secure lids. Label bucket. Store in same closet or cabinet as brushes.
  6. Carefully wrap spray guns in clean, heavier fabric, soft vinyl, foam sheets, or bubble wrap. Tie twine or smaller rope around to secure. Place guns, boxes of tips, repair parts, etc. in 5-gallon bucket. Secure lid. TIP: Use permanent black marker to label “SPRAY GUNS” several places.
  7. Tightly close, then move all containers of paint and finishing products, wallcoverings, etc. into closets with secure door locks. TIP: Cram everything into the corners. Neatness helps later.
  8. Wrap power hand tools with attached electrical cords in heavy ply plastic or bubble wrap. TIP: I like to use doubled-up zip-lock freezer bags. Place tools together in smaller tool box with lid, heavy box or crate. Place in waterproof cabinet or closet with secure door locks.
  9. Place all electrical cords, connectors, plugs, etc. in deep drawers. Run rope or heavy twine through drawer handles and around knobs. Inter-tie off with nautical knot.
  10. Place sharp objects, tools, etc. into thick cardboard boxes, or wooden crates. Secure inside a cabinet or closet that locks tightly.
  11. Turn over tables and movable benches. Push against the inside walls of workshop.
  12. Put chairs, stools, etc. into a closet. OR, jam them under any of the built-in workbenches.
  13. After you’ve moved the smaller items into cabinets and closets, place all shorter ladders, multi-purpose stools, carts, wheelbarrels, etc. inside the same closets. TIP: I like to set them on their sides, then tightly PUSH them against the rest of the stored supplies, tools, equipment.
  14. Roll your heaviest equipment such as compressors into whatever closet still has room.
  15. Turn your heaviest, largest ladders on their ends. Tightly push them against the turned over tables and movable benches already hugging the inside walls of the workshop. TIP: Rex in Miami lays the ladders flat, one long end pushed against an inner wall. Then he “wheels” his heaviest, portable equipment between ladder rungs. Last, he ties the pieces of equipment to each other using heavy rope. “In Katrina, the guys helped me move concrete blocks onto the ladder rungs. Nothing budged.”

 

 

BOTTOM LINE: First protect lives. Second protect valuables. Third, if there’s any time left, protect whatever else really matters, most essential things first.

 

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Major disasters swoop in, then leave.

People and pets are meant to stick around longer.

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Stay alert, smart and safe. Thanks for visiting “Painting with Bob.”

Copyright 2017. Robert D. Hajtovik. All rights reserved.

Paintshop and Management: Transparency and Accountability

The terms “transparency” and “accountability” are used in every trade and industry, including government and not-for-profits. Together, also sometimes synonymously.

 

What do transparency and accountability mean, in relation to the painting and decorating trade?

 

Transparency: Painter demonstrates a clear, honest and understandable picture of his or her, as well as others’, decisions, choices, actions, behaviors, etc.

 

Accountability: Painter becomes answerable and takes responsibility for his or her, and/or others’ decisions, choices, actions, behaviors, etc.

 

How can transparency and accountability work in the painting and decorating trade?

 

Problem/Situation: Yellow paint used for “No Parking” and “Yield” lines faded, wore off fast.

Transparency: Painter shows management the difference in composition and durability between paint product supplied, and the product recommended for high-traffic exterior surface.

Accountability: Painter takes share of painter-supervisor-management group’s responsibility for approving, ordering and using less durable and low-cost paint product.

 

Problem/Situation: Re-touched up others’ surface touch-ups, still left paint color differences.

Transparency: Painter shows G.M. how budget and time crunch drove decision to re-touch up small area versus repainting entire wall or room.

Accountability: Painter takes responsibility for completing work order that way, knowing results and need to still repaint wall or room as soon as possible.

 

Problem/Situation: Repainted entire wall after bleach clean-up of major Black mold fungi buildup, costing more than touching up immediate surface.

Transparency: Painter shows Housekeeping Director and G.M. why repainting wall was necessary and explains why it may be needed again in near future.

Accountability: Painter takes responsibility for own and supervisor’s decision to repaint area as soon as possible, and to help get guest room back into circulation.

 

Problem/Situation: Painted office walls stripped of wallcovering and heavily infested with Toxic Black Mold Fungi.

Transparency: Painter shows management why applying paint vs. wallcovering is safer, healthier.

Accountability: Painter assumes responsibility for tone-down appearance; offers to add border.

 

Problem/Situation: Caulked, repainted lobby’s slylight area vs. touching up water leak spots.

Transparency: Painter shows management that treatment plan protected area. Also, how it “bought” them little more time before major repairs and reconstruction would be needed.

Accountability: Painter takes responsibility caulking and repainting jobs temporary, visible fixes.

 

Problem/Situation: Declined “quick-fix” project to repaint all exterior guest room doors.

Transparency: Painter showed management dire need, and wise move, to properly prep, fill cracks, sand, and prime area before applying finish coat.

Accountability: Painter shared responsibility for appearance of doors, if repainted with minor prep work.

 

Problem/Situation: Discreetly inspected major wall damage, and advised extended-stay family of guests in suite before notifying managers.

Transparency: Painter explains to guest that damage must be reported before repairs could be done. Reported damages, situation to managers; suggested creative solution for repairing area.

Accountability: Painter takes responsibility for inspection and assessment before reporting problem. Takes responsibility for proposing that guest help make repairs to save everyone money and face.

 

Problem/Situation: Completed priority-scheduled project late, delayed by manager’s switching painter to handle unscheduled, extra project.

Transparency: Painter shows managers how delays impacted completion of priority project, before arrival of large group of guests.

Accountability: Painter assumes share of responsibility for non-completion of project in time, also for not holding firm to shared goal of General management-Engineering/Paintshop-Housekeeping.

 

Tips on how to look at any problem or situation

 

  1. It falls within the painter’s/paintshop’s scope of expertise, abilities, resources, responsibility.
  2. It has a solution. * So let’s find out what that is
  3. Let’s take care of it, the best we can with what we have to work with.
  4. Do it for the people. Do it for the place. Do it for the community.

 

Tips on how to look at Transparency and Accountability

 

  1. In the short-run or long-run, honesty is the best policy – and the easiest to justify.
  2. The obvious will always shine through, one way or another, eventually.
  3. It’s easy to understand what’s true, and to see through the rest.
  4. Self-responsibility is the trademark of a good human being.

 

A Painter’s work life is full of tests. Beyond skill, ability, knowledge, and adeptness.

 

Among them are tests that measure:

 

  1. His/her character, sense of ethics and philosophy of living.
  2. His/her loyalty to the painting trade and construction industry; the employer, manager, team.
  3. His/her commitment to the organization, and the business.
  4. His/her respect for and appreciation of everyone served by that organization – eg. guests.
  5. His/her collaborative spirit toward everyone with whom the business deals.
  6. His/her self-responsibility toward the organization’s role in the community at large.

 

A painter’s willingness to be transparent and accountable is a central key to professional and personal success, fulfillment and longevity!

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Thank you to every painter that tries to live and work a self-responsible life.

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Thanks, everyone, for visiting “Painting with Bob.”
Copyright 2015, 2017. Robert D. Hajtovik. All rights reserved.

Heat Illness: Preparing-for-Prevention Tips for Painters: Part II

As painters and decorators, we are our own best advocates in preventing heat illness on the job. We must play an active role in the protection of our own health. We cannot leave the responsibility to our employers.

 

In fact, both OSHA and EPA limit the employer’s level of responsibility. Employers tend to make these work-related choices, and provide preventive measures at their discretion.

 

Now – the cooler months – is the time to come up with a plan to prevent and treat on-the-job heat illness symptoms.

 

Now is the time to determine how we will handle our workload during the sustaining hot and humid months/season. Especially in climates like Florida has from May through October.

 

NOW is the time to get the facts out about heat illness.

 

  1. Talk about it: types, symptoms, risks and warning signs, safety issues.
  2. Publicize it.
  3. Orient everyone on the team and staff about what to look for.
  4. Train team members and staff what to do, when, and how.
  5. Commit to on-going heat illness awareness and advocacy at the workplace.

 

Heat Illness Prevention Tips for Painters

 
1. Know your body.

A. What is your tolerance level to heat, humidity, and sun exposure (direct/indirect)?

B. What is your exertion limits within that tolerance level?

2. Know your work environment.

A. What is the highest temperatures in which you must work during the hottest, most humid season? How many hours a day? How many days a week?

B. What is the actual temperature felt by your body – with the heat index added?

C. What us the longest period of time during a work day, that you must work continuously in that actual temperature?

D. How many days during a week must you work continuously in those actual conditions?

E. What is the level of clean-air and ventilation within your work area(s) on a continual basis?

3. Know your job’s physical demands.

A. How many hours in a day must you work in hot, humid conditions? Number of days a week?

B. At how fast of a pace must you do your work? Very slow? Slow? Moderate? Fast? Very fast?

C. For how long a period must you keep up that pace? _____ minutes. _____ hours?

D. How many breaks do you get, ordinarily, each of these days?

1) At what times during the work day are the breaks scheduled?

2) How many additional breaks are you allowed during work days in hot, humid conditions?

3) How often can you take a break when heat and humidity conditions meet or exceed your tolerance level. (See 1 and 2 above.)

4. Know your physical limits in meeting the physical demands.

A. How many pounds can you lift, carry or move, ordinarily and at once?

1) Under hot, humid conditions, what is the maximum number of pounds? Without symptoms.

2) With B, do you need to use a cart or other conveyance piece of equipment?

B. How long can you climb and stand on a ladder?

1) Under hot, humid conditions, what is the maximum length of time? Without any symptoms

C. How long and often can you bend, stoop or crouch within one hour?

1) Under hot, humid conditions, what is the longest that you can do these? Without symptoms.

D. How long can you stand and how far can you walk without resting? Holding/carrying anything that weighs your maximum poundage? (See 4-A above.)

1) Under hot, humid conditions, what is the longest period and furthest distance that you can do these? Without any symptoms.

5. Know what your first heat illness symptoms may be.

A. What have been your first heat illness symptoms in the past?

B. What, if any, medical conditions that you have could cause or trigger heat illness symptoms?

C. What, if any, medications that you take could cause or trigger heat illness symptoms? Include over-the-counter products – eg. antihistamines, aspirins, nasal sprays.

 

Do you have a low tolerance level to any heat-humidity-ventilation environmental conditions?

  1. Avoid them. Work in cooler, shaded areas when above conditions do exist in other areas.
  2. Do not allow yourself to be placed in any situation that might cause, trigger and/or exacerbate your heat illness susceptibility.

 

SPECIAL LIFE-SAVING HEAT ILLNESS PREVENTION TIPS

 

  1. Schedule exterior painting during the coolest times of your work day. Examples: A. Dawn-to-10 AM. B. 5 PM-to-dusk or dark, or later.
  2. Plan to work on surfaces/areas opposite full-sun exposure. Examples: A. West and north sides of buildings when sun is over east and south sides.
  3. East and south sides of buildings when sun is on west and north sides.
  4. Plan to work in hot, humid areas when an emergency comes up. NOTE: Ordinarily, there are times when exterior painting must be done immediately.
  5. Wear short, white painter’s pants when you must work in outdoor temperatures 90 plus degrees. Regardless of the time period involved. NOTE: Get approval before the hot season arrives to adjust clothing to fit extreme heat/humidity conditions.
  6. Wear a cap or hat with a bill, when working and/or walking in the sun. TIP: Wider is wiser.
  7. Keep a drinking water supply with you at all times.
  8. Carry packs of small snacks in your pocket. Examples: Walnuts/almonds, Peanut M&Ms, raisins, trail mix, granola bars, energy bars.
  9. Carry frozen ice pack in small cooler on your golfcart or pushcart. While you’re at it, stick in a couple small cans of healthy juice. Examples: V-8, orange, apple. TIP: Pack a banana, too. High in potassium. Essential for sodium/hydration leveling.

 

BOTTOM LINE: The painter on duty must get his/her work done. One way or another. So watch out for yourself when the heat and humidity start to climb. And, set the standard for others to do the same.

 

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Learn and Live “Heat Illness” Free. Go to: www.osha.gov/heatillness.

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Thanks for visiting “Painting with Bob.”

Copyright 2015, 2017. Robert D. Hajtovik. All rights reserved.

Hotel/Facility Painters: Is Outsourcing Your Paintshop Services in Your Future?

It should come as no surprise to any hotel/resort staff member, when the news arrives that the management and operations of a certain department will be outsourced.

 

Other mid-to-large sized for-profit employers have been farming or “outsourcing” for needed services for years. More and more local, county and state governments have been contracting out for the management and operation of entities under their umbrella.

 

What throws a hard, curve ball is when the outsourcing company is going to move in its own people to staff that department, which is a part of the organization. EXAMPLES: Food and Beverage/Catering, Pools and Gazebos, Housekeeping/Laundry, Security, Sales, Conventions.

 

With a large department, the outsourcing company may opt to employ certain existing hotel staff members. Persons experienced working in that area, and with its targeted guests and visitors.

 

Usually, these persons need to complete new, pre-employment forms for the external company. Including for federal and state tax withholdings. Usually, the persons do not need to go through the hotel’s Human Resources’ job application and screening process.

 

So far, hotel engineering departments have been exempted from the contracted outsourcing system of employment. Some exceptions exist.

 

  1. The property owners decide to outsource the management and operations of the entire hotel business. Here, existing staff can sign on with the external company, or a designated staffing company.

 

  1. The outsourcing company “out-sources” the hotel’s engineering department services.

Note: Designated staff members may be able to apply to the outside company, to continue to work at the same hotel.

 

  1. The outsourcing company decides to switch engineering operations to a temporary and on-call arrangement. For all positions and tasks, or for certain positions and tasks.

Note: Usually, some of the current engineering staff members are offered the opportunity to work in his/her current – or a similar – position, but as a temporary or on-call worker.

 

In all cases, some positions are eliminated. Some job quotas are reduced. A lot of department re-organization takes place.

 

In smaller businesses – eg. hotels and inns, clinics, hospitals – the services of a full-time painter may not be needed any longer. They may not be affordable. Within the budget.

 

Thus, the career hotel/facility painter needs to be ready to adapt. And, to switch “employers,” if and when the time comes.

 

At the same time, take note!

 

Not all outsourcing arrangements work. Many get axed at some point. Department management and operations are returned to in-house people. Former staff members may be re-hired. Experienced employees are put back in charge of operating their respective department.

 

After reasonable tries, more city and county governments are voting against renewing their contracts with outsourcing companies. Businesses are tightening up qualifications and expectations for their outsourcing contractors. They are more closely, and accurately, computing the bottom line.

  1. “Are we really saving money? “
  2. “What’s the trade-off been within – and for – our community?”

Hotels and resorts are listening to their experienced staff members, about major organizational and ethical problems dealing with the outsource company’s people. Hospitals report losing once loyal employees and community support. Also they report an increase in serious liability quality-of-service and patient treatment issues.

 

What can a hotel painter do to influence top management and owners in deciding which way to go?

 

  1. Show a greater and more sincere interest in your hotel, and especially in your teammates. What’s really going on with them? What’s great, so-so, not good at all? Share in any on-going dialogue among your coworkers. Your bosses, too. TIP: Hold back a little here. Keep “person,” “personal,” and “personality” out of this.
  2. Show an interest in the “outsourcing” discussion. Periodically, exchange a few ideas with your chief engineer. Especially, if you’re the lead painter and help him handle a lot of the troubleshooting.
  3. Discreetly ask questions. Try to find out the reasons management is looking at outsourcing your job. Or, the entire engineering department.

 

THEN, ZERO IN ON YOUR POSITION…YOUR FUTURE.

 

  1. Update the hotel’s job description for your job. Provide a clear, detailed picture of exactly what you do there. Include both standard and special skills and abilities that your hotel’s painter must have. To get the job done! NOTE: Now is not the time to underestimate and undervalue what the real job entails. Now is not the time for humility.
  2. List the types of tasks, orders, projects, and emergency jobs you have done. Estimate the frequency with which you’ve done each. Indicate the location of each on the property. TIP: Keep your own on-site painter’s photo gallery up to date, and captioned!
  3. List the customer service functions you perform. That includes for team members, fellow staff members, managers; guests, visitors; suppliers, vendors, contractors; inspectors; and the community.
  4. Offer your experience and insight as input to the (a) chief engineer and (b) general manager. Limit what you offer in information to details that will positively support your bosses’ true position. Also, their short-range and long-range goals.

 

Final Note: As the staff painter, you are often in a unique and influential position. You tend to come into regular contact with coworkers and managers in many of the departments and work areas within the hotel’s organization. You tend to “brush shoulders” with certain aspects of the hotel or facility’s actual business.

 

Bottom Line: You may be able to play a key role in management’s decision to outsource. Or not.

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“Press toward the mark that you want to leave behind.”  RDH

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Thank you for visiting “Painting with Bob.”

Copyright 2012, 2015, 2017. Robert D. Hajtovik. All rights reserved.

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