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Employee loyalty has been waning for years now, but there are still a few exceptions out there that I've come across. A few years ago, I started to notice that whenever I spoke to any former Starwood Hotels & Resorts Worldwide, Inc. employee, they spoke about the company extremely favorably (#starwoodproud). In fact, even years later they still reminisced about the company culture and their experiences working at Starwood. Starwood was notorious for having extremely loyal customers who absolutely LOVED the SPG loyalty program. But what may be lesser known is their employees had a similar affinity for working for the company. As the Founder of a Coaching comapny, I talk to people all the time about their frustration work experiences, but that never seemed to be the case when people talked about Starwood. So this got me thinking...what was it about Starwood's culture that created a culture of employee loyalty? To answer that question, I started interviewing former Starwood employees. I'll start sharing what I learned over the next few weeks. In the meantime, I'm curious if you have you ever worked for a company that you believe had a strong employee loyalty and culture? What do you think contributed to that feeling? #employeeloyalty #culture #Starwoodproud #Starwood #hospitality #letsreworkit ---- Want to follow along with me on this adventure as I continue to speak with former Starwood employees to unlock the secrets to its extraordinary culture? 🔔 Ring the bell on the upper right corner of my profile page ➕ Follow me on LinkedIn so you'll be the first to see what I learned 📧 Sign up for my newsletter (see my profile)

Happy Wednesday, HR Professionals! 🎉 At Luxe Incentives, we believe in the power of recognizing and celebrating employee milestones. From work anniversaries to major achievements, acknowledging these moments fosters a culture of appreciation and boosts morale. Imagine surprising your employees with a luxurious experience tailored just for them, whether it's a weekend getaway, a gourmet dining experience, or a personalized gift. Our recognition programs are designed to make every milestone memorable and impactful. Join us in celebrating success and fostering a culture of appreciation! Contact us today to create a bespoke recognition program for your team. #EmployeeRecognition #HRExcellence #LuxeIncentives #CelebrateSuccess #WorkAnniversary #EmployeeEngagement #HRBestPractices #RecognitionRewards #MilestoneCelebration

How is the hotel industry addressing the need for diversity and inclusion? In response to the need for diversity and inclusion (D&I), the hotel industry is taking concrete steps: 1. Diverse Hiring: Actively seeking a broader range of candidates through targeted outreach and diverse recruitment panels. 2. Training: Implementing educational programs to promote cultural sensitivity and inclusive leadership skills among employees. 3. Employee Resource Groups (ERGs): Establishing ERGs to provide a platform for underrepresented employees to share experiences and advocate for inclusivity. 4. Supplier Diversity: Prioritizing partnerships with diverse suppliers to support economic opportunities for marginalized groups. 5. Community Engagement: Engaging in community initiatives that promote diversity and inclusion, such as sponsoring events and volunteering. 6. Inclusive Policies: Revising policies and benefits to accommodate the needs of a diverse workforce, including flexible work arrangements and inclusive health benefits. 7. Leadership Commitment: Demonstrating top leadership commitment to D&I initiatives by setting measurable goals and holding teams accountable. 8. Customer Experience: Creating inclusive environments for guests through staff training, culturally relevant services, and accessibility measures. These efforts reflect the industry's dedication to fostering diversity, equity, and inclusion at all levels.

It's important to consider the risks associated with implementing non-monetary promotions. On one hand, these promotions can provide great opportunities for our amazing employees to enhance their skills and really understand the ins and outs of our business. However, we must also be mindful that some team members might see these promotions as just a way for us to get more work out of them without offering any extra compensation. Now, let's dive into some helpful guidelines that employers like us can follow to effectively utilize non-monetary promotions and make sure our team members thrive.

🌟 Recognizing your #hospitality team isn't just nice—it's necessary! ➡️ https://loom.ly/pfxVWcg Learn how the Ripple Effect of employee recognition can help your hotel. #EmployeeRecognition #HospitalityExcellence #HotelManagement

As a hospitality manager, implementing non-monetary promotions can carry some risks. On one hand, such promotions can aid employees in expanding their skill sets and gaining a deeper comprehension of the business. However, employees may perceive these promotions as mere gestures aimed at extracting additional work from them. If an employee is genuinely prepared for increased responsibilities and eager to learn and develop within the company, a non-monetary promotion could serve as a valuable tool for their professional growth. Here are some guidelines for employers to effectively utilize non-monetary promotions. #hospitalitymanagement #promotions #hospitalityindustry

We're super proud to announce that IHG Hotels & Resorts Named to Fortune 100 Best Companies to Work For  IHG Hotels & Resorts (IHG), one of the world’s leading hotel companies, has been named to the Fortune 100 Best Companies to Work For® 2024 List by Great Place To Work® and Fortune magazine, coming in at No. 28. Earning a spot means that IHG Hotels & Resorts has surpassed rigorous benchmarks, establishing itself as one of the country’s best places to work. To determine the 100 Best Companies to Work For, Great Place To Work® analyzed the anonymous survey responses of more than half a million employees from Great Place To Work Certified™ companies with at least 1,000 workers. Companies also submitted essays describing their efforts to offer generous and innovative support for workers, which were validated against employee survey responses. Rani Hammond, Senior Vice President of Human Resources, Americas, IHG Hotels & Resorts, said: “This ranking serves as an important benchmark as we continue to create a performance-led culture at IHG, leveraging the power of our exceptional talent to deliver on our goals and priorities as a business. I’d like to thank all our colleagues for their commitment and care and for sharing their perspectives on what makes IHG a great place to work. It is paramount to all of us as a leadership team to ensure that IHG continues to be an inclusive workplace where everyone can thrive and feel welcome.” IHG’s commitment to being a top employer is evidenced by its unique culture and by the company offering a wide array of benefits in the US that support the diverse needs of each of its employees and their families. Beyond competitive pay and benefits, colleagues can also expect recognition for their hard work, a healthy working environment, and the right work-life balance. Making the Fortune 100 Best Companies to Work For list is highly competitive. Ranking is determined by employee survey responses and more detailed essay submissions that provided greater insight into IHG’s culture. Honorees were selected based on their ability to offer positive outcomes for employees regardless of job role, race, gender, sexual orientation, work status, or other demographic identifier. Michael C. Bush, CEO, Great Place To Work, said: “It’s in times like these that the best workplaces separate themselves. In a challenging economy, many companies reduce investments in their people and scale back goals for diversity, equity, and inclusion. But these companies, the 100 Best, relentlessly pursue a better work experience for every employee, and if anything, double down on the employee experience regardless of title, tenure, gender, or ethnicity. These companies know this is how you increase performance, productivity, and your innovation velocity when your firm needs it the most.” Dieter Franke Nasser Fadly Khaled Zaki

We're super proud to announce that IHG Hotels & Resorts Named to Fortune 100 Best Companies to Work For  IHG Hotels & Resorts (IHG), one of the world’s leading hotel companies, has been named to the Fortune 100 Best Companies to Work For® 2024 List by Great Place To Work® and Fortune magazine, coming in at No. 28. Earning a spot means that IHG Hotels & Resorts has surpassed rigorous benchmarks, establishing itself as one of the country’s best places to work. To determine the 100 Best Companies to Work For, Great Place To Work® analyzed the anonymous survey responses of more than half a million employees from Great Place To Work Certified™ companies with at least 1,000 workers. Companies also submitted essays describing their efforts to offer generous and innovative support for workers, which were validated against employee survey responses. Rani Hammond, Senior Vice President of Human Resources, Americas, IHG Hotels & Resorts, said: “This ranking serves as an important benchmark as we continue to create a performance-led culture at IHG, leveraging the power of our exceptional talent to deliver on our goals and priorities as a business. I’d like to thank all our colleagues for their commitment and care and for sharing their perspectives on what makes IHG a great place to work. It is paramount to all of us as a leadership team to ensure that IHG continues to be an inclusive workplace where everyone can thrive and feel welcome.” IHG’s commitment to being a top employer is evidenced by its unique culture and by the company offering a wide array of benefits in the US that support the diverse needs of each of its employees and their families. Beyond competitive pay and benefits, colleagues can also expect recognition for their hard work, a healthy working environment, and the right work-life balance. Making the Fortune 100 Best Companies to Work For list is highly competitive. Ranking is determined by employee survey responses and more detailed essay submissions that provided greater insight into IHG’s culture. Honorees were selected based on their ability to offer positive outcomes for employees regardless of job role, race, gender, sexual orientation, work status, or other demographic identifier. Michael C. Bush, CEO, Great Place To Work, said: “It’s in times like these that the best workplaces separate themselves. In a challenging economy, many companies reduce investments in their people and scale back goals for diversity, equity, and inclusion. But these companies, the 100 Best, relentlessly pursue a better work experience for every employee, and if anything, double down on the employee experience regardless of title, tenure, gender, or ethnicity. These companies know this is how you increase performance, productivity, and your innovation velocity when your firm needs it the most.” Dieter Franke Nasser Fadly Ibrahim Nashaat

We're super proud to announce that IHG Hotels & Resorts Named to Fortune 100 Best Companies to Work For  IHG Hotels & Resorts (IHG), one of the world’s leading hotel companies, has been named to the Fortune 100 Best Companies to Work For® 2024 List by Great Place To Work® and Fortune magazine, coming in at No. 28. Earning a spot means that IHG Hotels & Resorts has surpassed rigorous benchmarks, establishing itself as one of the country’s best places to work. To determine the 100 Best Companies to Work For, Great Place To Work® analyzed the anonymous survey responses of more than half a million employees from Great Place To Work Certified™ companies with at least 1,000 workers. Companies also submitted essays describing their efforts to offer generous and innovative support for workers, which were validated against employee survey responses. Rani Hammond, Senior Vice President of Human Resources, Americas, IHG Hotels & Resorts, said: “This ranking serves as an important benchmark as we continue to create a performance-led culture at IHG, leveraging the power of our exceptional talent to deliver on our goals and priorities as a business. I’d like to thank all our colleagues for their commitment and care and for sharing their perspectives on what makes IHG a great place to work. It is paramount to all of us as a leadership team to ensure that IHG continues to be an inclusive workplace where everyone can thrive and feel welcome.” IHG’s commitment to being a top employer is evidenced by its unique culture and by the company offering a wide array of benefits in the US that support the diverse needs of each of its employees and their families. Beyond competitive pay and benefits, colleagues can also expect recognition for their hard work, a healthy working environment, and the right work-life balance. Making the Fortune 100 Best Companies to Work For list is highly competitive. Ranking is determined by employee survey responses and more detailed essay submissions that provided greater insight into IHG’s culture. Honorees were selected based on their ability to offer positive outcomes for employees regardless of job role, race, gender, sexual orientation, work status, or other demographic identifier. Michael C. Bush, CEO, Great Place To Work, said: “It’s in times like these that the best workplaces separate themselves. In a challenging economy, many companies reduce investments in their people and scale back goals for diversity, equity, and inclusion. But these companies, the 100 Best, relentlessly pursue a better work experience for every employee, and if anything, double down on the employee experience regardless of title, tenure, gender, or ethnicity. These companies know this is how you increase performance, productivity, and your innovation velocity when your firm needs it the most.” Dieter Franke Nasser Fadly Asmaa Hadary