AETHOS argues wage inflation, pay transparency laws, and outdated bonus structures require hotels to redesign compensation by 2026 to retain critical talent.
Syrian-Armenian refugee Armen Melkonian shares how hospitality principles guided his journey from war-torn Syria to hotel industry success in the Netherlands.
The article outlines a framework for hospitality professionals to establish expertise, create quality content, and build authentic online presence to become recognized industry thought leaders.
Despite 40% of UK hotels having neuroinclusion policies, fewer than 15% of neurodivergent employees find accommodations effective, revealing a gap between corporate commitments and operational reality.
The author introduces KTN's new training program using the E.P.I.C. framework (Enthusiasm, Proactivity, Intuition, Connection) to develop what he calls "heart skills" in hospitality workers.
Research identifies 21 key factors for career mobility in lodging, revealing significant gaps between employee importance ratings and actual industry performance.
Maestro promotes onsite training as superior to remote learning for hotel staff development, citing better engagement and real-world practice.
Mews executives share how hotels can adopt tech industry recruitment practices, including employer branding, pay transparency, and social media channels to combat 70-80% turnover rates.
Shiji Q3 2025 data shows positive staff mentions boost hotel review scores by 0.5-0.6 points globally, proving human connection drives guest satisfaction even as AI handles routine tasks.
The article benchmarks successful hospitality companies like Ritz-Carlton and Marriott to identify team-building practices that drive retention and productivity.
The article provides hotels with practical steps to train staff on recognizing trafficking signs and establishing reporting protocols to protect guests and avoid legal liability.
My best sales person quits. Not for more money. Not for a promotion. Not even for a competitor.
Hospitality, at its core, is about making people feel seen. It’s about creating the kind of moments that cut through the noise of everyday life and lodge themselves in memory forever.
Think about all the things we say we want to do but do not have time for: follow-up calls to candidates, monthly wellness check-ins/stay interviews, individualized onboarding paths, coaching based on performance data.
As artificial intelligence (AI) has revolutionized how businesses recruit and select talent, job seekers must also adapt to this new reality. This week, we shift the focus from how companies and HR managers can lead the process to how job seekers can use AI strategically to enhance their success in the job application process while maintaining authenticity, integrity, and self-awareness.
The hospitality industry has long relied on task force professionals to fill leadership gaps in operations, finance, and revenue management. As we approach 2026, that same concept is gaining momentum within marketing and communications. It’s especially true in this discipline where continuity, strategy, and agility are essential to maintaining brand strength and driving revenue.
In an increasingly competitive hospitality environment, guest satisfaction is the basis of a customer’s loyalty to a brand and a hotel’s long-term revenue growth.
The digital shelf has fundamentally reshaped how hospitality products are presented and sold, and this transformation extends far beyond just revenue channels; it presents an unparalleled opportunity to radically redesign our workforce and job roles. In an environment where every product is digitally accessible and discoverable, the focus shifts from siloed departmental functions to a holistic, across-property experience management strategy. This isn’t just a strategic luxury; it’s a genuine requirement for delivering a comprehensive customer experience, unlocking significant revenue growth, and achieving true operational cohesion in hospitality.
When Dana Kelly, Owner of Penrose Hospitality Solutions, found herself wanting to pivot her career from working in behavioral health to a role in the hospitality industry, she didn’t know where to start. Setting out in an industry in which she had few connections or business acumen, Dana sought out tools to help ease the transition, leading her to NEWH, Inc.’s Martha’s Mentors program. It’s here that she was paired with Jeanne Varney, Senior Lecturer at the Peter and Stephanie Nolan School of Hotel Administration at Cornell University and Past International President of NEWH, Inc.
Twenty years ago, I walked into Visual Matrix with an IT background, no hospitality experience, and no real idea what I was getting into.