Building Your Hotel's Key Business Indicators (KBI)

The Best Hotel Dashboard Happens When Every Leader Knows Their Number

By David Lund Hospitality & Leadership Expert, The Hotel Financial Coach | November 06, 2016

When you have a team that manages the financial well being of your hotel across the dimensions of all the complex and different departments you have a developed an amazing power tool! One key crossover point is to have those department leaders and assistants know their key business indicator and apply it to their zero-based expenses and labor. The KBI power tool combines their costs with a measurable, trackable and meaningful volume number.  Read on to find out how you can create and use these in your hotel.

Dashboards are relatively new and offer the hotel executive key business indicator visibility, time savings in report reading, a quick comparison to plan and if properly set up, real time information on certain business measurements. As our world is increasingly connected and plugged in we can see our property revenues, the corresponding statistics and perhaps even direct payroll costs in real time, each day. So these dashboards are great for the executive or owner to see from the top down what's happening at a macro level inside their enterprise. Waking up every morning and being able to see the company's previous days and month to date sales in total, by region and even by hotel and department is pretty impressive and useful. However, I throw a large portion of caution in here as this is only approximately half of the picture of your hotels' financial performance. What about the other half?

The other half of the picture is where the game is won or lost. In order to get the bottom line profit picture each month, we need to close the books; run all the sub ledgers, do the accruals, book the franchise or head office invoices, determine the cost of sales, allocate certain expenses, book the pre-paids', etc, etc.  We have all experienced months with strong revenues only to see the final bottom line result be less than planned because some of these cost items showed up and they were unexpected or they had a bigger impact than we planned. So what can we do about this?

alt text

What can we do inside our hotel's to manage the costs and expenses we cannot see in total, in real time? The answer is taking a micro approach by using the leadership team to manage key business indicators that we can create. In order to establish a new system to do the tracking of the micro KBI's we need to develop a different strategy. Systems are beautiful because if the system does not work, I tweak the system, not the people. This is a very important distinction. In many organizations, we hear the people are the problem when in reality it's the system that's producing poor results.  A key part of this approach is to have a culture of ownership inside the P&L. Designing a system at the micro level means every line of my financial statement has an owner. We take the P&L apart and we assign an owner to every line of revenue, expense, payroll and cost of goods. These owners are not the accounting management. Once we know the lines and the assigned managers we make agreements with those managers to help support them so they can truly own those lines.

alt text

Choose a Social Network!

The social network you are looking for is not available.


Hotel Newswire Headlines Feed  

Christian Koestler
Jane Segerberg
Jean Francois Mourier
Arthur Weissman
Mike Sawchuk
Didi Lutz
Paul van Meerendonk
Mehdi Eftekari
Michael S. Wasik
Paul Courtnell
Coming up in March 2019...

Human Resources: An Era of Transition

Traditionally, the human resource department administers five key areas within a hotel operation - compliance, compensation and benefits, organizational dynamics, selection and retention, and training and development. However, HR professionals are also presently involved in culture-building activities, as well as implementing new employee on-boarding practices and engagement initiatives. As a result, HR professionals have been elevated to senior leadership status, creating value and profit within their organization. Still, they continue to face some intractable issues, including a shrinking talent pool and the need to recruit top-notch employees who are empowered to provide outstanding customer service. In order to attract top-tier talent, one option is to take advantage of recruitment opportunities offered through colleges and universities, especially if they have a hospitality major. This pool of prospective employees is likely to be better educated and more enthusiastic than walk-in hires. Also, once hired, there could be additional training and development opportunities that stem from an association with a college or university. Continuing education courses, business conferences, seminars and online instruction - all can be a valuable source of employee development opportunities. In addition to meeting recruitment demands in the present, HR professionals must also be forward-thinking, anticipating the skills that will be needed in the future to meet guest expectations. One such skill that is becoming increasingly valued is “resilience”, the ability to “go with the flow” and not become overwhelmed by the disruptive influences  of change and reinvention. In an era of transition—new technologies, expanding markets, consolidation of brands and businesses, and modifications in people's values and lifestyles - the capacity to remain flexible, nimble and resilient is a valuable skill to possess. The March Hotel Business Review will examine some of the strategies that HR professionals are employing to ensure that their hotel operations continue to thrive.