Jeremy Goodrich

Mother's day is around the corner. Here are some ideas on how you can maximize your reservations on such high-traffic holidays... but more importantly do you have the right technology to curate these personalized experiences? #MothersDay #SevenRooms #Personalization

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In conversation this week about by 13 year anniversary with Four Seasons Hotel St. louis, a long time colleague and business contact alex brockman asked me, “What is the biggest learning you’ve had since joining? [Four Seasons] This made me think, but my conclusion and resting place was clear and quick. My answer was, “I think one of the biggest things i’ve learned is that luxury hospitality is completely transferable to other industries and any profession because it is about connection, dialogue, care, taking time, etc… Luxury hospitality is not a skill as much as it is a choice, in moments.” I stand by this statement and i find it more true every day. We can try to measure what hospitality is in terms of standards and scores, and those are true markers of current reality and of guest experience for sure , but we should be looking at hospitality in a different light; Luxury hospitality is about making choices in moments that count… even in micro moments. Luxury hospitality is not reciting lines or conforming to a pattern, but about choosing to go to a place of care, of connection, empathy and of dialogue in a moment that only communicates one thing: I care more about you than i care about me in this moment. This is a commodity in life. This is rare. This is a foreign feeling for some, for most i would say. Humility drives luxury. The lessening of yourself and the expansion of how you value who is standing in front of you, at any given moment, makes you the leader that you are today, and every day. How do you define luxury hospitality? How do you find ways to lessen yourself in order to invite closer those that need it most? How do you make your behavior a commodity in a world of cookie cutter tactics? You have a CHOICE. Choose wisely in moments that matter. #Leadership #Luxury #Hospitality #Hotels #Motivation #Inspiration #Care #Empathy

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Hotel loyalty programs, exemplified by Marriott's 192 million members and Hyatt's 173 million members, are the biggest examples of nurturing enduring relationships with visitors, promoting repeat patronage, and elevating overall satisfaction levels. 📞 Request a Demo: https://lnkd.in/dVUG6Ef #loyaltyprogram #loyaltyxpert #customerexperience #communitybuilding #customerloyalty #rewards #hotelloyaltyprogram #marriottloyaltyprogram #itcloyaltyprogram

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Hospitality data pointed to more stabilization and slight growth on a national level. On a local level we are hearing a lot of pain as owners are dealing with decreasing revenue, rise in payroll and operational costs. The word I am hearing a lot from generational owners is "recession" and "Very slow economy". How things have changed so quickly over the past 2 years. . . . . #hospitality #hotel #hotelbusiness #hotelier #hotelproperty #california #californiahispitality #losangeles #losangeleshotels #lamarket #boutiquehotels

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Guest expectations are of the utmost importance when it comes to hospitality, but we don’t expect a one-size-fits-all approach for catering to travelers in 2024. That's why we are excited to share Solonis's newest report, the 2024 State of the Industry Report: What to Expect for the Hotel Industry in 2024. Dive into the industry's latest guest research to gain better insight into your target markets, see what matters most to guests in 2024, and ultimately ensure your guest experience keeps visitors coming back! Download the free report here: https://hubs.ly/Q02D5bdk0

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I entered the management role with no degree and nothing but the experience I had gained prior to accepting my role. To better my position as a leader and hotelier, I have been reading more and more hospitality books to get to where I believe par to be for the role. Time and time again they stress the importance of customer service and dealing with combustion points, however I find these ideals to be intrinsically at odds with what is recommended and discussed behind closed doors. Profit and Loss statements should be replaced with People and Loyalty. This is not to undermine the value of raw data that we can use to better improve our businesses. More so I feel that the hospitality aspect of the hospitality industry is now a luxury provided only to the elite. An industry that's imbedded in our DNA (think about how many people prioritize a spare room in their house so they can host company.) We are but just one degree removed from that on a professional level. Guests love to provide feedback when able and I've observed companies blatantly ignoring exactly what their guests want and tell them, but then scratch their head when they're still having loss and can't retain customer loyalty. Any hospitality company that puts extreme gains over people has lost the spirit of the business and will spend more time putting out fires of their own design than getting to the root of these combustion points from the start. Imagine how much easier a fire fighters job would be if the fire told them when it would burst into an inferno! A slight reframing and approach to hospitality can put you leaps and bounds above the competition and have guests become ravenously loyal to the brand, but the smallest feedback gets overlooked because it could possibly cost a dollar more than doing nothing. The "big picture" gets thrown around a lot, but I feel that the simplicity of that image gets lost through abstraction, People spend money > company gains profit, Ideally. But then the company focuses more time balancing how many guest they can upset without it drastically impacting business, when they could see massive gains if they just listened to the feedback that they beg guests to provide. I may not have a formal education, but maybe that perspective is just what some of these hospitality brands need to refocus the industry back to where it belongs, on the guest.

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With the drastic amount of restaurant closings and bankruptcies, experts are predicting a move to dual-branded restaurants much like the KFC/Pizza Huts or Taco Bell/Long John Silver’s of the late 90’s and early 2000s. Imagine going to an AppleHop (Applebees & IHOP) or Buffalo Wild WingStop or ChiliChipotle or JimmyJohnnyRockets or RubyCorral Buffet or Carrara’s Outback? I’m noticing a trend in my zip code with restaurant groups snatching up multiple restaurants in the area and divvying up the staff between multiple locations. You work 2 days at X, 2 days at Z, and if you could work one day at Y that’s great also. If they keep purchasing all the restaurants, they might end up combining them into one if business starts failing. https://lnkd.in/eKJxq8G5

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🌟 Celebrating Women Leaders in Hospitality 🌟 "When we try to please everyone, we end up pleasing no one... least of all, ourselves." At WHY Hospitality, we honor the incredible women who are changing the game in hospitality by staying true to themselves. 💡 Breaking Barriers Women in hospitality aren’t just part of the industry; they’re leading it. From running top hotels to creating unforgettable dining experiences, their impact is huge. They bring new ideas, solve problems, and show compassion that makes every guest feel special. 🌿 Leading with Heart True leadership isn’t about making everyone happy; it’s about making the right decisions based on strong values. Women leaders in hospitality do this every day, creating inclusive and welcoming environments. 🚀 Inspiring Journeys Strength and Determination: Women in hospitality overcome unique challenges with strength and grace, setting new standards of excellence. Mentorship and Support: They guide and support the next generation, making the path to leadership clearer and more inclusive. ✨ Join Us Let’s celebrate and support the amazing women leading in hospitality. Recognize their achievements and continue to push for a future where anyone can lead. #WomenInLeadership #HospitalityHeroes #Inspiration #TrueLeadership #Empowerment #WHYHospitality

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It is quite sad seeing the quality of some Millennial middle managers in the local hotel industry today. While some are really good, the majority are at most assistant manager's level. Millennial managers often struggle to provide specific, actionable feedback to their employees. This is perhaps because they may be uncomfortable with confrontation or may not have the experience to give constructive criticism, something we boomers and Gen Xs are really good at 🤣 Another thing is laziness and lack of work ethics. I have had millienial managers who insists on working a 9 to 5 shift in food and beverage while leaving their subordinates to manage busy breakfast periods or back to back functions arrangements.

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Want another reason to join CHART - Council of Hotel and Restaurant Trainers -106 in Chicago? Brian Henry Jr. from Slim Chickens will be joining me as my ServSuccess co-pilot for an engaging session on “Interactive Strategies for Retention, Training, and Culture Transformation” Attendees will gain actionable strategies to enhance manager retention and upskilling within their organizations. This session will delve into the critical elements of fostering a thriving workplace culture, implementing ongoing training programs for career progression, and boosting employee engagement. Attendees will learn practical techniques for creating a supportive, development-focused environment from our expert facilitators. You’ll leave this session equipped with tools and strategies to: Engage employees through recognition programs, feedback mechanisms, and team-building activities that resonate with today’s workforce. 💥Improve manager retention through targeted and ongoing training programs that support career progression. 💥Enhance employee engagement with creative and meaningful recognition initiatives. 💥Foster a positive workplace culture that attracts and retains top talent. Together, through interactive discussions and case studies, we’ll explore how to build a resilient, motivated, and skilled team ready to elevate your business to new heights. By fostering a deeper understanding of the interconnectedness between leadership and culture, attendees leave empowered to cultivate environments where both individuals and organizations thrive. Whether seasoned executives or emerging leaders, this session offers invaluable insights for anyone seeking to elevate their leadership impact within diverse cultural contexts. This is a conference you don’t want to miss. https://lnkd.in/g5qDMxvj

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The wisdom of this passage. I'm very fortunate to work in an environment where we respect one another and we do ask thoughtful questions of each other seeking assistance to something so we can move forward in the right direction. (Quote is from Leadership Freak blog; The 4 Trajectories- Seizing the Intentional Future). #leadership #conversations #learning #intentional

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Jessie and John: A Quick Scenario Steward Leader Person 1: They didn't even clean the oven last night. I can't tell what they did. All your people do is stand around and talk. Person 2: I understand. I will make sure they clean it tonight. Person 1: Whatever. I'll believe it when I see it. When you have conversations like this, it’s important not to focus on the sarcasm or the condescending tone. Instead, focus on the mission, the opportunity, and the expectation. Have peace in knowing there's no person or department that is perfect. There will always be challenges and obstacles that prevent consistency. As a stewarding leader, you don’t have to fight battles or attitudes. Take action, fix the challenge, and continue to move forward. Be excellent! Keep living.

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Let’s talk about designing and supplying your new foodservice operation or remodel of your existing facility.

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Tackling Chronic Absenteeism in Hospitality! Congratulations on your new role! You've landed the job, but now it's time to address the big elephant in the room—chronic absenteeism. As a newly hired manager in a hotel department with limited staffing, labor model constraints, and a strict budget, dealing with absenteeism requires a strategic and proactive approach. Here are some candid steps based on my experience: **Step 1: Know the Policy Inside Out** First things first, get acquainted with the company and department attendance policy. Print it out, read it thoroughly, and understand every detail. The better you grasp the policy, the easier it is to devise a real strategic plan to tackle absenteeism head-on. However, if you find yourself in the conundrum of a missing attendance policy, brace yourself. I'll dive into how to navigate this tricky situation in a separate article, because let's face it, it's a challenge. **Step 2: Comply with Labor Laws** Now, let's talk legalities. Chronic absenteeism doesn't give managers a free pass to take any disciplinary action they please. There are labor laws—state and federal—that must be respected. Ignoring these laws could land you in hot water—think lawsuits, fines, and worst-case scenario, termination. So, before you jump the gun, familiarize yourself with labor laws and consult with HR and legal experts. They'll be your guiding light through the maze of legal complexities. **Step 3: Collaborate with HR Specialists** Get in touch with your Human Resources specialist and, if possible, the Director of HR. These seasoned professionals have seen it all and can provide invaluable guidance on navigating the murky waters of chronic absenteeism while staying within company policy and legal boundaries. Work together to craft strategies for addressing absenteeism, implementing corrective measures, and establishing disciplinary actions as per policy. **Step 4: Strategic Hiring and Training** Now, let's talk practical solutions. Mass hiring might seem like a Band-Aid solution, but sometimes you need to stop the bleeding before you can address the root cause. Hire qualified candidates as soon as possible and get them trained and on shifts swiftly. This approach serves multiple purposes: - It bolsters your workforce, providing the "bodies" you need to keep operations running smoothly. - It sends a clear message to chronic absentees that their behavior won't be tolerated and they can be replaced. - It prevents burnout for you as a manager by having the support needed to navigate labor law intricacies while running day-to-day operations. Dealing with chronic absenteeism isn't easy, especially in a challenging environment like a hotel department with limited resources. It's a journey, but with the right approach and support, you'll navigate through it successfully. #Leadership #Innovation #WorkCulture #Micromanagement #EmployeeRetention #Creativity #TeamSuccess #Mindmasters

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