Introducing Three Simple Ways Major Hotels Can Increase Their Bankable Brand Authority! Part Two
Quickly picking up where part one of this ongoing series left off. Hopefully it’s become increasingly obvious “how” major corporations like national or International hotel chains can systematically increase their current and future brand authority for literally pennies on the dollar.
(Just like the ultimate insiders do.) All the while ethically bribing, rewarding and proactively acknowledging their highest performing non management or non supervisory employees and or associates.
Regardless of whether they’re currently employed full or part time. Entrepreneur does this sound like a proven process you’d definitely like to hear more about?
Thank Goodness So Called Centers Of Influence Literally Come From All Directions! (And from Any And Every Resource You Or Your Major Competitors Can Imagine!)
case in point. As you recall from part one of this ongoing series. A national major hotel. Typically once every quarter. Or give or take every 90 days or so.
They reward and recognize any non supervisory on non management employees or associates. Regardless of whether they’re currently employed full or part time. If they’ve met the companies definition of perfect attendance within the last 90 days or less.
Which means not only didn’t they call in but they were not late by 15 or X number of minutes or less. No more than twice within the last quarter or 90 days.
And in part one as you recall. Three or X number of employees/associates who had perfect attendance within the last quarter or 90 days or less. They were invited to the front of the room and each were handed sealed envelops.
With the words in big, bold letters written on the outside. “You Definitely Deserve This!” So you know the moment the meeting is over. Everyone in attendance definitely wants to know “what’s” inside the envelop, correct?
Whoever Said Ethical Bribery 101 Was Dead! (Was And Is Dead Wrong!)
And when the recipients open their envelops. Much to their surprise they “discover” a total of $500 or X amount of dollars in cash.
Plus a $25 or X dollar gift certificate to a popular local super market chain. And clearly the message of striving for perfect attendance per quarter will definitely resonate with the other non management or non supervisory employees within each department. Don’t you agree?
But guess what else these extremely high level employees and or associates will receive? When the next quarter or 90 day period rolls around.
Any employees who also had perfect attendance in the last quarter and they achieve the same status again. They automatically earn an additional $500 or X dollar bonus on top of whatever they earn this time.
And again in the next or third quarter of the year. And if they have perfect attendance in the final quarter of the year. Meaning they’ve had perfect attendance for the entire year.
They also receive double what they earned for the entire year. Plus an additional weeks either pay or weeks vacation added to their benefits for the entire year.
Do you think they’ll doing any bragging both on or off of social media? Would you? (Me too.)
So Who Else Is Up For Strategically Or Systematically Taking Things To The Very Next Level Or Two!
And remember since each individual hotel in the nation or International chain typically has about 525 total employees.
Say 500 or so non management or non supervisory employees. The hotel chain has formed some mutually beneficial JV (Joint Venture) arrangements with other local, non directly competing vendors. Which explains “why” around both Thanks Giving, Xmas and the New Years season.
Each of the 500 or so non management or non supervisory employees for starters will receive a $25 dollar gift certificate to a popular local supermarket chain.
And every non management associate whose been employed at least five years or more. They automatically get a $50 dollar gift certificate to a popular supermarket chain.
And going forward every year they’re employed with the chain. They’ll get at least a $50 dollar gift certificate to a popular local supermarket chain. Regardless of whether they’re currently employed full or part time.
How’s that for a potentially valuable future non management talent attracting lead magnet?
And Whose Going To Hold It Against You And Or Your Major Competitors For Going Even Further?
Here’s another really cool tradition the major hotel chain will become famous for. Every quarter if any of the 500 non management or non supervisory employees or associates have kids with special needs.
Ideally between the ages of six to twelve or X to X. The hotel management will open up one of the hotels two largest rooms. And hold an in house party for the parent(s) of the kid or kids with special needs.
And they will accept a twenty dollar donation from all 525 or X number of total employees of that particular hotel.
And let’s say 90% of the 500 non management employees all donate at least $20 dollars each in cash. Plus all 25 or X number of the upper management/supervisory employees all donate at least $50 dollars each.
Here’s the math. Ninety percent of 500 equals 450. And 450 X $20 dollars each equals $9,000 dollars. Plus an additional $50 dollars X 25 employees equals an additional $1,250 dollars in cash. ($9,000 + $1,250 dollars equals $10,250 dollars.
This Is Why Tons Of Non Supervisory Or Non Upper Management Applicants Apply To Work For This Particular Hotel Chain!
Now comes the so called, positive word of mouth and mouse knockout punch. The owners of the major hotel chain match dollar for dollar the total amount of cash raised per hotel.
So in this particular case. This quarter a special needs parent or parents just received an additional cash influx of $20,500 dollars. (And since their employer will be paying them by cashiers check. Minus the appropriate tax and fees.
They’ll get so much in cash and the balance via cashiers check. Either way you know they’ll be much happier campers, correct?
Coming up very shortly in part three of this ongoing series. You and or your major competitors will “discover” how to further hit it out of the park. And systematically build rock solid brand authority for literally pennies on the dollar.
Sound like a plan or what?
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