Need to Close More Hotel Sales? Try Implementing These Two Marketing Tactics

By Jennifer Nagy President, jlnpr | June 10, 2018

I remember when I was launching my PR agency, JLNPR, I experienced a 24/7 rollercoaster of emotions: mostly, excitement and hope but also, a lot of fear and worry. Even though I knew my niche - the hospitality tech industry - inside and out, had many years of experience and knew that I could enact real change to companies' bottom line using public relations (because I'd already done it for many tech companies), that didn't change the fact that I felt panicked when I realized that, this time, I'd be doing it ALL on my own.

Negative thoughts ran on a loop, all day and all night: "What if I can't get a client? What if other people don't believe in my abilities enough to work with me, a single-person start-up? What if potential clients need JLNPR client references before they sign on the bottom line? How do I get that all-important first sale?"

(Does any of this sound familiar to you?)

And then, one day I stopped myself, mid-panic, because I realized something very important: "Of course I will be successful; all I need to do is apply the same PR tactics that I'd used to boost other companies' visibility, shorten their sales cycles and increase sales, to my own fledgling business."

Nine years later (this July), I'm still here, running a successful PR agency, feeling proud to have worked with so many innovative companies who have developed technologies that have revolutionized hotels' operational processes.

If any of my early experiences ring true to what you're feeling, keep reading because I'm going to share the two marketing tactics that I used to find success in the hospitality industry.

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Coming up in March 2019...

Human Resources: An Era of Transition

Traditionally, the human resource department administers five key areas within a hotel operation - compliance, compensation and benefits, organizational dynamics, selection and retention, and training and development. However, HR professionals are also presently involved in culture-building activities, as well as implementing new employee on-boarding practices and engagement initiatives. As a result, HR professionals have been elevated to senior leadership status, creating value and profit within their organization. Still, they continue to face some intractable issues, including a shrinking talent pool and the need to recruit top-notch employees who are empowered to provide outstanding customer service. In order to attract top-tier talent, one option is to take advantage of recruitment opportunities offered through colleges and universities, especially if they have a hospitality major. This pool of prospective employees is likely to be better educated and more enthusiastic than walk-in hires. Also, once hired, there could be additional training and development opportunities that stem from an association with a college or university. Continuing education courses, business conferences, seminars and online instruction - all can be a valuable source of employee development opportunities. In addition to meeting recruitment demands in the present, HR professionals must also be forward-thinking, anticipating the skills that will be needed in the future to meet guest expectations. One such skill that is becoming increasingly valued is “resilience”, the ability to “go with the flow” and not become overwhelmed by the disruptive influences  of change and reinvention. In an era of transition—new technologies, expanding markets, consolidation of brands and businesses, and modifications in people's values and lifestyles - the capacity to remain flexible, nimble and resilient is a valuable skill to possess. The March Hotel Business Review will examine some of the strategies that HR professionals are employing to ensure that their hotel operations continue to thrive.

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