Why and how are we different as a hotel task force team?
Since 2003 we have been caring for our clients’ hotel task force needs.
Now, twelve years in, there are over five companies doing what we started back then. They are all bigger. We will never be “big” because our clients expect our team to be the “best”. So do we. The best is challenging to find. Our clients get the finest of wise talent along with a deep set of skills. We make sure of that.
The job is, as you can imagine, highly challenging. We expect high production and monitor it every week with our own reports for our hotel task force sales and catering work.
Easy to partner with
Adaptability - the GM or DOS can terminate the engagement at just two weeks notice.
Taking care of our task force team.
These are especially unique folks that we have.
They are not sales and catering pros looking for a job. They have their jobs – with us. We support our task force members. We watch their production weekly with reports and weekly report calls, we troubleshoot with them on their challenges. We touch base and explore dynamics of the team every week.
- Tools for our task force:
- We supply dedicated hardware configured for our clients’ security protocols, when needed.
- We ensure the team member's arrival is prepared for so that they can be productive when they sit down.
- We have a 48,000 contact database for use by our partner consultants and our partner hotels.
We are not just a task force company
We assist our clients with analysis, assessment, marketing, e-commerce, revenue optimization , training, and operations. Our team members are kept "fresh" by working on a variety of projects and are also not always "on the road".
Operations Task Force
Three of our team are GM's and are able to do hotel GM task force in addition to their other roles with us.
How quickly can we get a taskforce team member out to a hotel partner?
Frequently within a week and that need arises more than any of us would like.
But that is the nature of the business and the nature of getting and keeping revenue so that budgets will be met.
Like all organizations, we like the double challenge of planning ahead, say, for a partner's take-over of a hotel, while we have at the same time the regular challenge of a client calling up on a Saturday and asking us for a team member on Monday. I am not saying that we can pull the Monday off, but usually the Thursday will see a task force member on property.
Can we produce from the first hour we are at a hotel?
Our team members are able to “parachute in” and be productive in an hour.
It is their skills, their “non-employee” contractor mind set that makes high ROI possible.
We don’t “wait and see”.
There is neither the need nor luxury of a learning curve.
We work to ensure that our team member has all the log-ins needed.
If a dedicated, secure lap top is needed, we will ship one.
If there is no cube or office, there is our hotel room or an unused board room.
There is always a way.
Our team members have been working in hotels’ sales departments for more than fifteen years.
They know what to do. They know where the opportunities lie and can get right to them.
No need to navigate office issues.
We are there to do a job, not jockey for positioning. Our key job is always to get production not “position”. Productivity is what our clients expect.
Taskforce teams need support.
We give that support: preparation for arrival, equipment, lists for prospecting, advice for and experience of so many processes and circumstances that will arise. If SOPs are needed, we have them. Forms? We have them. Systems? We have them.
Who is a typical Panetiere hotel task force team member?
Only fourteen team members on our hotel task force
We have only fourteen team members who go out to hotels. These people are uniquely aware, uniquely well trained.
They are superior, caring, mature team members who can parachute in anywhere and be productive in an hour.
We make sure if that. We monitor that.
How skilled are our team members at hotel task force “drop-in and get going”?
Only three team members were brought on this year – just 21%. The other eleven – 79%- have been with us from to two to eleven years. Over 50% have been on the team for five or more years. We have consistency. We build that.
Experience and talent are the requirements. More than ten and usually upwards of twenty years of high production experience is critical to become a team member. In our world, there is no opportunity to “learn the ropes”. We must know the ropes and which one to pull to get the ship under sail.
How do we work to ensure this?
Our process of adding team members for hotel taskforce:
1. We advertise in Hcareers in three rotating cities across the country.
2. Those who have the right qualifications - usually a minimum of ten successful years of wisdom gathering and sales experience, an ability physically and emotionally to be in new and changing circumstances.
3. We annotate each applicant and ask that potential interviewees complete a four part employment profile analysis that includes looking at skills, talents, team attentiveness, personal control, introvert/extrovert, integrity, and of course sales skills and talent.
4. Then we interview deeply. Cindy, Eric and at least one team member interview each potential candidate for the team.
5. If the candidate gets excellent responses from each one of us, the next step is references.
6. If that is positive, then we fly the candidate to us for a personal meeting and review of our on-boarding process.
7. Then we’ll look for an appropriate first job and guide the new member through that job to create the foundation of success.