The hotel industry’s struggle was one of the first indicators that trouble was brewing beyond the sub-prime mortgage sector. And it could very well be one of the last industries to feel the pinch from the recession that has gripped parts of the western world. It started in Spain, where the tourism industry put a dampener on the nation’s summer fun by saying hotel operators had been hit hard by cash-strapped Brits choosing to stay closer to home. Now, it exists in most nations where populations and businesses have starting opting out of travel in favour of lower-cost options. The big hotel chains have been announcing 2008 Q4 losses, despite dropping prices and shedding staff to help overcome the credit crisis. Marriott Hotels, for example, recently announced a Q4 loss of $10m due to its restructuring and a loss of revenue due to decreased customer spending. The year before Q4 had provided Marriott with a $176m profit.

Each “voyager” moves through the program under the guide of a coach and champion. Upon successful completion, graduates transition to a leadership role within the company. Marriott anticipates approximately 550 new recruits around the globe will begin the 12- to 18-month journey through Voyage in the coming year. Nov 19, 2018 - By joining the program, you are joining many other Marriott associates who have been Voyagers before - it is a network of smart.

But despite all this, Marriott does see a silver lining in future clouds that, for those unprepared, carry a threat of irreparable damage as foundations are rocked and finance bridges burned. The next generation Marriott says it plans to open 57 new hotels in Asia over the next two years to meet anticipated growth in China and India. And while it has cut costs in administrative spending and closed its less-productive sales offices, it is still pinning its hopes on budding new future leaders which it says could very well help give the hotel chain an edge to weather the storm.

The next generation is already waiting in the wings and, unlike with other costly hotel recruitment and in-house training schemes, they will come at less of a cost in the long run thanks to an extensive hands-on approach to training that involves mentors, recruitment and ongoing career development. Marriott UK director of talent acquisition Matthew Ruck says Marriott’s training programme has helped the chain increase its talent pool. At a time when other companies are cutting back due to the cost of recruitment, Marriott could find itself ahead with the cream of the crop to choose from, and a recruitment programme that is already in demand and maturing to a new level that is achieving worldwide interest. “There is little doubt that 2009 is going to be a tricky year for anyone in the hospitality industry due to people’s inability to travel, especially in the four-star end of the market,” Ruck says. “Of course we will only advertise critical positions during this time and this means we could see some courageous use of our current workforce. But we know already we will be expecting to run business at slightly lower costs while expecting service to be maintained.

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