MyTNLife.blog

Most leaders measure their week in numbers — revenue, covers, ADR, RevPAR, guest scores.

I’ve done that too. But over time, I’ve learned to measure something harder to quantify: how I feel walking out the door on Friday night — and how my team feels about me as I leave.

I don’t always get it right. Some weeks I leave knowing I could have listened better, reacted with more patience, or handled a situation differently. But if I can leave on a Friday feeling like my team still trusts me, respects me, and would choose to work beside me again next week? That’s my scoreboard.

Why Friday Night Matters

When I lock the office door on a Friday, I can tell right away how the week went.

It’s in the eye contact.

It’s in the “have a good weekend” that isn’t just polite — it’s genuine.

It’s in the fact that I don’t have to guess what’s being said about me once I’m gone.

The truth is, your team won’t remember the perfect P&L or that time you beat budget by 8%.

They’ll remember if you noticed them — even on the days you weren’t at your best.

4 Micro Strategies That Build Real Culture (Even If You’re Still Working on It)

1. Notice one new thing about each team member every day. It could be as small as spotting a new haircut, remembering their child’s soccer game, or noticing they’ve mastered a new skill. The key is to say it out loud.

Recognition triggers a dopamine release — the same chemical boost as receiving a gift. Historically, leaders who practiced this kind of observation built loyalty that outlasted the job itself.

2. Ask one “non-work” question before talking shop. Before you jump into the task list, ask something human: How’s your mom doing? Did your dog’s surgery go okay? Did you finish that Netflix series? It signals that they’re more than a job title to you — and it takes less than 30 seconds.

3. Catch them doing something right in front of others. Public praise costs nothing, yet it compounds trust instantly. In hospitality, where feedback can skew toward fixing problems, a well-timed “Hey, everyone, did you see what Sarah just pulled off?” can shift the entire tone of a shift.

4. End the week with one personal thank-you.

I keep a short list on my desk all week — little moments where someone stepped up, showed kindness, or made my life easier. Before I leave Friday, I make sure each person gets that thank-you. The impact on Monday’s morale is huge.

The Real Friday Question

My Friday night question isn’t:

“Did we win the week?”

It’s:

“If I wasn’t their boss, would they still want me on their team?”

Some weeks, I’m sure the answer is yes. Other weeks, I know I’ve got work to do. But asking it keeps me honest — and that’s the part that matters most.