Archive for the ‘Uncategorized’ Category

Tom’s Take: Innovations for Second Quarter

Thursday, April 8th, 2010

Yesterday in Business is Better, Closing In On Good, But Not Great “http://www.securemploy.com/blog/2010/04/07/business-is-better-closing-in-on-good-but-not-great/” I indicated that most companies we have talked to did slightly better than planned for the first quarter. Some felt they were overly conservative in their projections. Others felt they didn’t get as big a “share” as they wanted. Etc. Bottom line: many companies are not as happy about first quarter as they should be. Congratulate yourself if you achieved NOP!

Innovative Thinking for Second Quarter.

Had a delightful conversation with a progressive thinking VP Sales & Marketing early this week. He really got me thinking. I asked if I could share his ideas. He agreed.

He introduced me to:

Zero Based Marketing & Sales Projections Increase Revenues 11%

All of us are familiar with Zero Based budgeting that was all the rage a few years ago. (Incidentally, a number of progressive management companies are still using the concept and seem to be beating the industry profit averages by 5-7% every year.)

This VP sits down with sales teams at each hotel, every quarter. They analyze all the booked business. What has been booked. At what rate. What additional services/products were added to the sale. What F&B is included. Then they go through a check list of 97 things they can offer to any group or guest to identify what they did not sell. Now they re-analyze each piece of business to identify how to get additional revenue from the group.

They have been doing this for 9 months. On average they have increased revenue from existing bookings by 11%.

The VP takes this a step farther. Before each sales call the sales person studies the list of 97 items that can be sold and charged. Which will benefit this group or corporate account the most. They look at what will provide the most benefit to the customer. Not what will give the hotel the greatest profit margin. This VP understands the key to sustained long-term profits is to keep all the accounts. VP knows that only happens if you meet the clients needs first.

Can It Really Be This Simple?

VP Sales and Marketing said they learned early that they always left money on the table. Sales people are trained to close the sale. It’s tough to be in the middle of that process and remember everything you can sell. By analyzing what was missed, from the customers perspective, they can go back to the customer and help the customer better meet their needs.

I asked if the customer always “traded up.” The answer? “Almost always, but typically at a fraction of what we suggest.” It’s easy to identify ways a customer can significantly increase their results by spending 20% more. That’s rarely in the budget. “Customers always appreciate our suggestions, even when they don’t use them. They appreciate our thinking about their business. By concentrating on how our suggestions will benefit them, they “get” that we are not just trying to re-negotiate the deal.

Sweetening the deal.

Once in a while, the customer just can’t add anything. Before we make our suggestions the sales team at the property has identified 1-2 things they would be willing to “throw into the existing deal” to improve things for the customer. These customers are blown away by our offer. It stops them cold if they were thinking we were just trying to renegotiate after the deal was signed.

The Best Part-90% Re-bookings.

That’s right. This company has re-booked 90% of the business that has been exposed to the above. “Customer loyalty is the name of the game for any business. I always remind our teams that it’s easier to get additional dollars from existing customers than to find new customers. We all know it. In our zeal for additional business, I found we were pushing our sales teams so hard they were not giving our existing customers the attention they deserved.”

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Reaching Your Goals…Everyday

Thursday, April 8th, 2010

John Giusti, VP Small Business Marketing for Staples recently stated “You’re 80% more likely to reach a goal if there’s a commitment with some level of incentive and accountability.”

John’s quote got me thinking on what each of us can do to be more effective. Following are things we have started.

Each of us has more to do in a day, than there is day. Give yourself incentives to complete items on your “To Do” list. Give yourself larger incentives for the strategic tasks on your daily list.

Hold yourself accountable to the critical items on the “to do” list. Carefully evaluate which tasks will impact your business and career the most.

Now pass along the above tips to your employees and then have some fun comparing results and offering a prize to the team member that does the best job staying on task for the week.

It’s not easy. Our business world has lots of interruptions we can’t control. We each need assistance in “staying on task.

Share what works for you.

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Tom’s Take: What Do Transient Guests Want?

Saturday, April 3rd, 2010

We all assume we know what our guests desire when they stay with us. Do you really know or are you assuming you know?

Do you need more or less amenities?

Some hotels and companies do an excellent job surveying their guests. These hotels have advance knowledge on their customers changing tastes.

When was the last time you surveyed your guests when they checked in or out?

Start by giving guests a 4″ x 6″ card at check in that asks: Please indicate the 3 things we can do to make your stay enjoyable. Then have 3 lines. At bottom ask them if they would like you to remember these for their next visit. If so please enter their name and email address.

At check out give them a second 4″ x 6″ card asking them to list the 5 most important amenities you can offer. At bottom ask them if they would like you to remember these for their next visit. If so please enter their name and email address.

Giving guests blank cards enables them to tell you exactly what is most important to them. After the guest has left have your front desk staff indicate on the card whether the guest is traveling on business or pleasure. If possible identify the business the guest is in.

Several hotels are starting to survey their customers each time they check in. The hotels have developed follow-up mini-surveys for repeat customers. Better service starts by understanding each of our guests. The above program cost is typically less than $25 per month. If you don’t have the ability to print on 4″ x 6″ card stock, then use 8 1/2″ x 11″ 28 pound paper stock. Run it through your photocopier and cut it into quarters.

To run efficiently, we each need to apply “zero based” practices whenever possible. This means starting without preconceptions. Several hotels that have done this have found they could eliminate some of the room amenities they provide “as a matter of course.” Of course these hotels have to meet brand standards. They have also been able to suggest to brands that some amenities need to be available. That doesn’t mean they need to be in the room.

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Attracting Millennials to your Hotel

Wednesday, March 17th, 2010

Millennials are more social than Baby Boomers. Staying in their room working all evening, or watching a movie doesn’t hold a lot of appeal. They would rather work in the lobby or an open business center, even if they are not conversing with others. A key is a roomy business center. They are not interested in seeing how many people can be crammed into a 10′ x 10′ “business center.” They’ll work in the lobby first.

What can you do to encourage them out of their rooms?

  • One hotel started offering popcorn from 4:30-7 PM weekdays. Guests checking in came back downstairs. Business travelers enjoyed the popcorn. The popcorn encouraged conversation. So this select service hotel got a permit to sell beer and wine. First month on the program beer and wine sales topped $10,000. Now they are looking to add simple sandwiches. Word is spreading, and the hotel picked up additional 221 room nights in Feb. They now lead their market segment by 20 points. (They were third in the segment.)
  • Another hotel had a very small lobby. They moved their fitness room which had been just off the lobby and next to the pool. They converted that room to a “great room” with a big screen TV, 3 computer work stations, 3 game tables, complete with decks of cards, backgammon, cribbage, etc. They also added 3 vending machines. First month, vending machine sales topped $1100. Now there are typically 5-10 people in the room from about 5-10 PM weekdays. Families use the room on weekends when kids games replace the cards, etc. No increase in repeat bookings yet, but no attrition either
  • Another hotel knew a retiree who loved to make homemade donuts. They convinced her to make her donuts in the hotel from 5-6:30 PM weekdays. She always baked up few so the smell greeted guests checking in. Then she would fry up donuts and dip them in the frosting of the guests choice. The program was so successful it quickly attracted local business people. She now has taken over two rooms and the donut operation is available from 6 AM to 6 PM. Occupancy in Feb. was up 11 points over 2009 and ADR was up $3.

Share your success stories with us.

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Getting More Business from Top 20% of Your Customers

Tuesday, March 16th, 2010

Historically most companies get 80% of their business from 20% of their customers.

Each of us knows who our top customers are. Majority of a full service hotel’s profits come from rooms and banquets/catering.

What Are You Doing to Optimize Business from these 2 Segments?

Clients are telling us they are getting more meeting business the first half of 2010 from smaller companies.

We asked them what they were doing to increase the spend. Here are few of their comments:

  • Encouraging breakfast meetings. Very small groups can use the restaurant. Larger groups use meeting rooms. Some groups just want light breakfast, others want full breakfast buffet so they can start their meeting while the group is eating. A few groups broke up before noon, so providing breakfast ensured the hotel maximized F&B revenue from the group.
  • Another hotel found groups had lunch at the hotel, but let their groups go elsewhere for dinner. Hotel started selling evening cocktail reception from 4-6 PM for these groups. They got additional revenue from the cocktail reception with pool table, foosball, and poker for matchsticks including lessons. They found 25% of the group ordered dinner in the hotel so they could continue the games, which typically evolved into business discussions. The clients felt they got additional mileage from their meetings, and the hotel got additional dollars from their groups.
  • Another hotel surveyed the Top 20% to ask what additional amenities or activities they would like to offer their groups. One company wanted to offer something for their Secretaries who always arranged groups, but didn’t get to attend. They asked for a floral workshop. The hotel contacted a local florist who offered to do it for only the cost of the materials. No room nights, but a fun afternoon for Secretaries who also were given a tour of the hotel, including various room configurations.

What has your hotel offered groups that was unique and increased revenues from your Top 20%?

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Find the Best, Not the Rest

Friday, March 12th, 2010

We’ve all heard the phrase, but how do we apply it when it comes to our recruiting efforts?

Who are the “best?”

People who currently have the skills needed to fill the job you have open. Individuals who exhibit the behaviors and motivation level to make an immediate contribution.

Are these people currently working?

There’s a 99% chance these people are currently working…in jobs they consider at least “Ok.” Most of these people are not actively looking…yet. They will listen.

70% of employees indicate they are willing to consider new jobs.

As the economy starts to improve, more and more employees are starting to “test” the employment markets. Most of us have had a tough go the last couple of years, small raises, little or no bonuses, reduced benefits, longer work hours, or more stress from additional responsibilities.

Keep your best, hire the rest.

How do you keep your best employees if you can’t pay them what the market says they are worth? Give them special assignments. Compliment them when appropriate. Learn their career interests and help them achieve them, even if it means they will leave you sometime. (If this is the case, they are going to leave. Far better to help them and be “in the loop” than to be surprised.) Most employers are surprised to find their employees have interests outside their jobs that are very important. Often just giving them the flexible schedule so they can pursue those goals will keep them working for you, even if they receive an offer for more money.

Most employees feel they are under-paid and that their talents are not appreciated. Of course they will listen to opportunities to make more money. Give more frequent small raises. Or reward special effort with a small monetary reward, even if it’s just a $25 gift certificate. Or work out a trade out with a competitor in another locale, close by for a weekend stay. Let your best employees know you are thinking of them.

Who are your best employees? Your Top 40%.

How do you hire the best?

  • Forget what you want to know about the candidate. Tell them what they want to know. Your objective is to attract great candidates. Once you have attracted them you can identify how to hire them.
  • Great candidate’s are looking for jobs that will advance their careers by giving them additional skills and responsibilities.
  • Once great candidates have applied, start the phone interview, or in-person interview by telling them how the successful candidate can grow with your property/company. Get them excited about your job opportunity.
  • Now start asking the questions you want to know about the candidate.
  • This will be a great opportunity to hire great employees if…

    Employers are ready to pay a little more than planned and are ready to offer opportunities to advance. Offer the best, to hire the best.

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Travel gurus predict trends for 2010

Wednesday, December 30th, 2009

Variety of posts have talked about where travel business is headed. As it impacts hotel demand:

-Resorts popularity among traveling public is rebounding. Corporate meetings may be another story.

-Budget travelers like all-inclusive resorts. Good opportunity for traditional resorts to offer few all-inclusive programs.

-Prognosis on airline travel is whatever you want it to be. Resorts can minimize impact of airlines by concentrating on customers within easy drive.

-Luxury properties continue to drop price, but find that they don’t get “spend” from other outlets. We talked with one luxury resort that dropped rates to drive occupancy. Many locals booked resort to see what it was like, but they ate in coffee shop, skipped spa, skipped golf, and spent next to nothing in the shops. Hope had been guests would come and “splurge.” Didn’t happen.

-People will “splurge,” but they will splurge on things that interest them, and those things may not follow traditional offerings of resorts.

-Traveling public will continue to travel. Trend toward more frequent, shorter vacations will continue. Easier to plan for vacation that is short and only requires saving few hundred dollars than vacation involving several thousand dollars. People can save for shorter vacations in less time…quicker gratification.

Commercial hotels can benefit from these trends as well.

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The chocolate cake theory of pricing

Tuesday, November 3rd, 2009

Jason Freed always writes stimulating articles and this is no exception. What do you think of the five practices within revenue management

I’ll admit—I’ve struggled with understanding the rate debate. Considering industry-wide average daily rate is down $10 from last year as experts preach about holding rate, I don’t think I’m alone.

I’ve come to terms with how falling ADR hurts the industry as a whole. And I get how long it will take rate to recover from any slashing that’s going on currently. And I completely buy the evidence that discounting does not create demand.

But when I step into the shoes of a consumer—and I do every day—I’m stunned by expert advice to continue raising hotel room rates while the economy sputters, jobs are lost, businesses cut travel budgets and everyday people simply cannot afford to take a vacation.

It’s like this: Say a restaurant has chocolate cake on the menu as a dessert item. In 1998 the slice of cake was priced at $4.50; in 2000 the price was raised to $4.75; in 2004 it was $5.50 and in 2009 the same slice of cake cost $6.50. Eventually, guests at the restaurant just stop ordering dessert. They realize $6.50 is too much to pay for a slice of cake and they go without, especially in a down economy when most of the guests are already penny pinching.

Compare the cake to an overnight stay in a hotel room, except instead of $6.50 it’s $650 for a one-night stay in the new Mandarin Oriental in Las Vegas. At some point, consumers are going to forgo their vacations, trade down or look for a hotel that is offering a discounted rate. Now, does it really make sense for the Mandarin Oriental to hold that rate if occupancy dips to atrocious levels?

To the experts’ credit, evidence clearly shows that dropping the price of the chocolate cake back down to $4.50 isn’t going to get anyone to purchase it. At least not enough people to make up the difference in price. Similarly, dropping your room rate $20 may get you one or two more guests per night, but you’re going to lose overall revenue in the long run.

The solution heading into 2010 is revenue management. The industry has adopted revenue management well, and the organizations that maximize revenue managers and yield management software are the most successful. Those that haven’t are left with rate slashing as their only option.

On a recent webinar, Klaus Kohlmayr, director of Ideas Advantage revenue management consulting division, said hotel companies who have the right tools in place and the right outlook on business and strategies moving forward will be much better off in terms of performance.

Kohlmayr said there are five practices within revenue management—strategic pricing, total asset maximization, win-win distribution, benchmarking performance and back to basics philosophies—that need to be 100 percent in place for a hotel to succeed.

Kohlmayr illustrated strategic pricing—which he said is “recognized as the biggest threat to the industry”—not with chocolate cake, but with cheeseburgers.

At McDonalds, he explained, the pricing philosophy previously called for raising the price of sandwiches by 10 cents and fries by 5 cents across the board.

Then McDonalds implemented revenue management concepts and their philosophy changed. Now, corporate looks more closely at each menu item and each individual restaurant. Executives might suggest one restaurant increase the price of fries by 3 cents, and another restaurant increase beverages by 3 cents and fries by 1 cent.

“Rather than across the board, they look within each restaurant, within each product they sell and they understand pricing sensitivity,” he said. “In some instances they can increase prices and in some they need to decrease. It’s a better and more micro-approach to pricing.”

Kohlmayr outlined some do’s and don’ts for hoteliers.

Do:
— Think about positioning within market
— Ask yourself if customer segments have changed
— Ask yourself if competitors have changed
— Make it easier to roll back discounts

Don’t:
— Follow every competitor movement
— Have competing promotions in place
— Simply discount without exploring options, such as reducing value adds

“There is myriad ways of how you get around reducing your rate,” Kohlmayr said. “Historically we know once you discount it takes three to four years to get rate back to where it used to be. So think about where you want to be in three to four years and if you can afford to suffer.”

Without efficient revenue management processes, the chocolate cake might be discounted, sales remain flat, dessert revenues dwindle and the restaurant struggles. With a successful approach, chocolate cake is offered free with the purchase of two entrees. Demand increases, guest-spend is up and no one walks away hungry.

November 3, 2009
By Jason Q. Freed
http://www.hotelworldnetwork.com/improving-sales/-chocolate-cake-theory-pricing-0

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Nagib’s Corner: The Best $73 I ever Spent

Monday, June 15th, 2009

Hello Ladies and Gentlemen,

A truly do-able function with higher returns than other functions we may spend our time at. From the founder of Joie de Vivre Hotels.

As we work our way through his environment, it is the commitment of those who lift the load for us that will allow us to emerge on the other side with a minimal of bruising.

A simple technique I learnt from a veteran commenting on how little effort we spend on appreciating and thanking our teams:

Place 10 pennies in one pocket at the start of the day.

Every time you appreciate a team member, transfer one of those pennies to the other pocket.

Make sure you transfer all 10 by the end of the day. Surely you come across at least ten occasions to be grateful to someone on your team.

If you don’t, then you don’t have the right team!

Enjoy the day!

Nagib.

The best $73 I ever spent

By Chip Conley, HWN Contributor

Originally printed on The Huffington Post, Joie de Vivre Hospitality founder Chip Conley shares his beliefs on how to manage and properly treat employees

Close your eyes for a moment and consider the collection of bosses you’ve had since you joined the workforce. I remember my first boss, Mac, when I suffered through six weeks at the fries and shake workstation of McDonald’s. He helped me understand that “boss” was a four-letter word and spelled backward it’s what I felt like doing when I came home from work each day (SOB also is how I described Mac to my friends).

Chip Conley

Chip Conley

But, I also remember Larry Keating, who mentored me with great patience and wisdom in my summer internship between college and business school. Larry helped me realize I had more ability than I thought I did so I could accomplish more than I thought I would.

My hotel company, Joie de Vivre, has a more than 10-year tradition of celebrating “Employee Recognition Week” just as we’re going into our busy summer season. We started this tradition as a means of helping our maids, bellmen, bartenders and managers realize that we truly appreciated how much life they gave to our enterprise. While we initially were thrifty with our expenses during this week, with time our generosity grew to include tickets to theme parks, baseball games or cruises on the bay.

More recently, we spent nearly $100,000 on these various recognition-week activities, which may sound lavish. But when you realize this is only about $35 per employee (or about $1 per hour that each of our employees worked that week), you come to realize the good feelings that are generated about our company culture are probably worth it. Heck, you could spend $100,000 in legal fees in California just settling one wrongful termination suit of an employee who didn’t feel properly recognized.

While employee recognition week may be a wise investment, this year we don’t have the cash to invest, and we’ve had to make cutbacks. Sound familiar? Does that mean we can’t recognize our people? Compensation is a right, but recognition is a gift. What gift could I give my staff that would be as meaningful as what Larry Keating gave me that summer 27 years ago?

Yesterday, I decided to write each of the 80 people who work in our headquarters a handwritten, heart-felt thank you card. For less than a dollar per card and about six hours of my time, I could give the ultimate gift that we all are looking for. Cancel your round of golf this weekend and plant yourself in your favorite chair watching the NBA Finals and pen some thankful prose to those who work for you. As William James once wrote, “The deepest hunger in humans is the desire to be appreciated.” I don’t know about you, but I’ve saved cards that old high school flames wrote me as well as those employees have written me over the years. The power of genuine, customized appreciation will never lose its value—even in a gloomy economy … in fact, it’s probably what we’re all thirsty for in this desert of a depression.

The Gallup organization found that the single most important variable in employee productivity and loyalty is not the pay, the perks or the benefits. It’s the quality of the relationship between employees and their supervisors. Isn’t it ironic that pay, perks and benefits all cost your company at the bottom line but authentic recognition, especially when it’s most unexpected, costs very little and gives the most impressive return on investment? The $73 I spent on those cards was the best investment I’ll make in 2009.

Chip Conley is founder of Joie de Vivre Hospitality. To read more of his thoughts, visit www.chipconley.com/musings/

Nagib Lakhani RevMax Hospitality Consulting Services
O: (425)677-7866         C: (425)445-7750         F: (866)508-7866

nagib@RevenueMaxConsulting.com
4313 245th Avenue SE
Issaquah, WA 98029

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Creative, Profitable Promotions for Your Hotel

Tuesday, March 24th, 2009

Has your hotel tried:

  • Kid promotions on weekends to attract family business? Tied in with other local businesses to provide a unique experience for famililies? (Movies for kids in the video arcade or pool area. Tie-ins with various movie characters like Frosty the Snowman, or the Easter Bunny, etc. Special discount programs with stores that cater to children, etc. The Pointe Hilton Squaw Peak Resort offers “Mommy and Me” and “Daddy and Me” programs.
  • Special promotions directed toward your specific market segements? Such as automatic room or amenity upgrades for your best frequent travelers on your two slowest nights to encourage them to come in “early.” A special menu/meals for frequent guests on tight schedules, or who are forced to arrive after your restaurant’s normal hours. Helping meet special transportation needs for your most frequent guests.
  • How about a “tea party April 15th?” Many people are upset about “pork” projects in the budget. “Celebrate on April 15th with a Pork Party. Sizzle your local Elephants and Donkeys!”
  • Create fun holidays or promotions during the week to lighten guests stays.
  • Do you have “add-on fees” like parking, movies, Internet charges, etc.? Provide a free movie to guests instead of reducing rates, etc.

Share what is working for your hotel or restaurant.

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