We’ve been talking about talent acquisition and retention for years, but even after all that time, the need for talent in hotels has never been greater. Staffing challenges in sales, marketing, revenue optimization, and operations are being felt across all hotel companies at the unit and corporate levels. It’s more complicated than ever these days with quiet quitting, the great resignation, burned out employees who want better work-life balance including remote work and increased wages, Sometimes it can feel like the problem is insurmountable. Where to start? Let’s focus on retention…because a bird in hand is worth two in the bush! We’ll talk about “loud retaining” strategies you can deploy to recharge your talent strategy, among them: - building your own pipeline by highlighting professional and personal growth opportunities that can lead to longevity with and loyalty to your company - controlling both hard and soft talent acquisition costs and the negative impact they have on your company’s bottom line - refreshing your talent experience and putting people at the center of your business growth - renewing and enhancing skills across your workforce to give your company a competitive advantage