A building that never closes
A hotel doesn't get a quiet moment to fix tomorrow's schedule. There's a night audit at 3 a.m. and a full house of checkouts at 11. Housekeeping numbers rise and fall with occupancy. Your teams hardly ever overlap, so messages get lost between shifts.
One schedule, several departments
Set up jobs for each role, such as front desk, housekeeping, maintenance, breakfast and night audit. Filter the schedule to see one department, or look at the whole building to spot a gap. Overnight shifts work properly and stay on the right day.
The Labor & sales row is useful here too. Enter your projected room revenue for each day and set a labor goal. Busy weekends get more hours, and a slow Tuesday gets fewer. It won't read your booking system, so you'll type in the numbers or let the forecast use the last four weeks.
Short turnarounds are common in hotels. Someone closes the bar at 1 a.m. and is back for breakfast at 6. Set a minimum rest between shifts, and the app flags them while you're building the week.
Housekeeping on a phone
Build a room checklist for each room type: bathroom, bed, supplies, minibar and a final look. Add a photo requirement where it counts, such as a maintenance issue. A housekeeper fills it in on a phone as they go, and there's no clipboard to bring back to the office.
Maintenance problems are where this pays off. When a housekeeper notices a broken lamp, they add it to the maintenance board with a photo and a room number. It has an owner and a status, and it shows up in the maintenance team's My work list. It doesn't stay on a sticky note until a guest complains.
Handovers that survive the shift change
"Room 214 asked for a late checkout." "The elevator's making a noise." "VIP in 301 arrives at 4."
These notes tend to live in a paper log at the desk. Use a handover form at the end of every shift, or a group chat for each department, so the next person can read it before they walk in. Updates work for the wider messages, such as a large group arriving or a fire drill on Thursday. Mark them as important, and you'll see who's confirmed them.
Training for standards
Guests notice when one person does things differently. Short phone-based courses help a new hire learn how you greet guests, how to handle a complaint or how a room should look. Add a quiz with a pass mark, and you'll see who's finished.
Put your procedures in the knowledge base, such as what to do when a guest locks themselves out or the card machine fails. A night auditor working alone at 3 a.m. can search it, and doesn't have to wake you.
Clocking in back of house
Many hotel staff don't want to use their phones at work, or aren't allowed to on the floor. A tablet kiosk in the staff room solves that. They type a PIN, and that's it. Managers can clock in by phone. Draw the location circle around the property, if you allow phones at all, so nobody clocks in from the parking lot across the street.
Keeping staff through the season
Hospitality loses a lot of people, and every new hire costs you weeks of training. A few inexpensive things help. Publish the schedule early so people can plan their lives. Let them swap shifts without asking you to play matchmaker. Thank them in public with a recognition badge. And use an anonymous pulse survey to find out what's bothering them before they quit.
What we don't do
We don't connect to your property management system, so we won't see occupancy or assign rooms automatically. Room assignments stay in your PMS. We also don't calculate tips or service charges.
What it costs
A small property with up to 10 staff is free. A 45-person hotel using schedules, the clock and chat pays $38.75 a month billed yearly. Add HR & Skills for training and documents when you need them.