The 2023 IHI National Business Management Game
Earlier this month, the IHI hosted the 38th National Business Management Game. An intercollege competition for students currently enrolled in Hospitality & Tourism programmes across the country. Participating colleges included; TU Dublin School of Tourism and Hospitality Management, Shannon College of Hotel Management, Galway International Hotel School -Atlantic Technological University and Dundalk Institute of Technology Department of Hospitality Studies. The game tests the participating teams on their business acumen and management skills.
This year's game was held at the Galmont Hotel & Spa in Galway. After two very intense and exciting days of competition, a group of five students from Shannon College of Hotel Management were declared the outright winners of the game. Rachel O'Connell captained the winning team and teammates included Sam Downey, Jamie Carton, Sherine Woodcock and Bruno Pineda Ballester.
A very special thanks and well done to all the participating teams and their tutors. The event would not be possible without the commitment they all put into the game.
A special thanks also to our judges Eveanna Ryan MIHI, John Burke MIHI and Patrick Mc Namara and to Peter Russell MIH ISHC, from the Russell Partnership for his continued guidance and support of the game.
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Congratulations to Sam Downey, Rachel O'Connell, Jamie Carton, Sherine Woodcock and Bruno Pineda Ballester, who won the IHI Management Games 2023. Congratulations also to their mentors Dr. Sean T Ruane and Ms Deborah O'Hanlon."
The game would not be possible without the support of our sponsors:
Fáilte Ireland, Irish Hotels Federation, Russell Partnership Collection, The Talbot Collection, Leonardo Hotels UK & Ireland | Formerly Jurys Inn, The iNUA Collection, Press Up Hospitality Group, Windward Management Limited, MHL Hotel Collection, Classic Drinks and The Guinness Storehouse.
Here is what some of the participating students had to say about the Game!
"On behalf of Team D from ATU Galway, we would like to express our thanks for everything you have done for us throughout our two days of competition in the Galmont. Also to thank you for all the preparation that goes on behind the scenes prior to, during and after the competition.
It was a pleasure to meet you and network with members of the IHI and other industry leaders.
We have made some great industry connections and also created friendships with other participants.
The IHI Business Management Games will certainly be one of the highlights of my college years".
-Jordan Barrins
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Teams left to right: Atlantic Technological University, Dundalk Institute of Technology, Shannon College of Hotel Management, Atlantic Technological University and TU Dublin
"I just wanted to say a big thank you for organising the fantastic event at the weekend. We learnt so much while preparing and taking part in this competition, but most importantly, we had great fun and made new friends within our groups and with the other colleges as well."
- -Cathal, Gabrielle, Zoe, Clodagh and Amanda
"The two days of work were tough yet rewarding as we were tested on our knowledge and skills within the hospitality industry.
It was an incredible experience to be a part of and I’d like to thank my peers, lecturers and everyone in the Ihi for hosting it.".
- Katie McKeon
"Had an amazing two days at the Galmont Hotel Galway for the 2023 Irish Hospitality Institute Business Management Game 2023.
I was delighted to take part in the competition and was overall a brilliant experience! Thrilled to have received advice and tips for the future from incredible guest speakers in the hospitality, tourism, and events industry.
Thanks to John Carty FIHI for taking the time out to help us with the preparation for this and to my teammates and everyone else involved with Irish Hospitality Institute business management games!"
- Sarah O'Dwyer
"A rollercoaster of emotions is one way to describe the Irish Hospitality Institute Business Management Games and to top it all off we are bringing the trophy home to Shannon College of Hotel Management!!! This win wouldn’t have ever been possible without many key players, starting with our mentors from day Dr Sean T Ruane PhD and Deborah O Hanlon. Aaron Mansworth FIHI without your amazing insights and guidance we couldn’t have done it. There were many other key players that assisted us along the way including Celine Ryan (she/her)
Elaine Giltinane and especially to our colleagues, family and friends who have made us the people we are."
- Jamie Carton
"The last two days have been such an enjoyable experience. I am so grateful that Shannon College of Hotel Management who gave us the opportunity to take part in such an amazing event.
The event itself was superbly run by the Irish Hospitality Institute and we are delighted to be taking the cup home back to Shannon."
- Rachel O'Connell
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To complement the IHI Business Management Game, we held our annual student seminar, Hospitality & Tourism, Your Own Expedition. Attending students learned from guest speakers; Liam Minihan MIHI, Revenue Systems and Data Analytics Manager at iNua Hospitality, Sinéad Cassidy, Sales & Marketing Manager at Galway Racecourse, Michael Ahern, General Manager at The Wildlands Galway and Max Reid, Project Support at Fáilte Ireland.
The panel spoke about their own career paths, the importance of taking every opportunity to learn, finding mentors and of course having a passion for what you do.
A very big thank you to all of them and to IHI President Brian Bowler FIHI for his always enthusiastic support and for chairing the panel.
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Liam Minihan MIHI Revenue Systems and Data Analytics Manager iNua Hospitality
Sinéad Cassidy Sales & Marketing Manager Galway Racecourse
Michael Ahern MIHI General Manager The Wildlands Galway
Max Reid Project Support Fáilte Ireland
We are delighted to invite you to our latest Great Place to Work Community Event to discuss all things workplace culture and retaining your top talent, on Thursday the 30th of March. Held in person in Cloudera Offices in Cork, the event will start at 10 AM and finish at 12 PM.
*If you are a Great Place to Work Client, you have received a discount code to register free of charge
In this in-person event, you will learn how Cork leaders from across sectors invest in their workplace culture and their best practices for retaining their best talent.
You will hear from:
Cathal Divilly - CEO - Great Place to Work
Jamie Griffin - Senior Director, Global Commercial Operations - Cloudera
Stephen Tabb - HR Director - Global Shares
Deirdre Buckley - Director o HR and Training - iNua Collection
Ruairi O'Connor - General Manager of The River Lee - The Doyle Collection
This event is perfect for CEOs, Managers of all levels, Human Resources professionals, Marketers, and anyone interested in workplace culture and employer brand.
Seats are limited, make sure you save yours!
Get your tickets: https://www.eventbrite.ie/e/retain-your-best-people-and-build-up-your-workplaceculture-tickets-570618203407
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Why Good Employees Leave
Employee turnover is inevitable for any organisation. In fact, it can even be a healthy way for your business to stay continually growing and evolving with the times. However, it’s when you notice a pattern – that the turnover is constantly coming from your best employees, that it can become worrying.
But why is this happening? We’ve compiled a list of 6 reasons why your best employees leave, and how you can try to solve this problem.
Poor leadership
Strong leadership is vital for any organisation’s success When leaders are not doing their job correctly, this has a ripple effect on the rest of the organisation A characteristic of a good employee is that they are independent and reliable They don’t need constant check-ins and micromanagement, which can be distracting and oftentimes insulting for employees who are otherwise confident and knowledgeable about the work they are doing Listening to employee feedback is also a sign of great leadership and will showcase your commitment to valuing employee needs
Your employees are likely to feel more content at work when they feel supported and valued When setting tasks, let your employees know you are here if they need support and answer any questions they may have, but don’t feel the need to intervene at each step of the process In doing this, you are telling your employees you do not trust them to do the job correctly, and they may feel they will be better appreciated elsewhere
Conversely, poor leadership could also mean not checking in enough. It’s a slippery slope, but as a leader it is your responsibility to know your employees inside out and understand when it is necessary to step in and when they have got it covered. Not checking in enough can cause your employees to feel you don’t care and to not feel supported in the work they are doing, in turn potentially leading to a lack of confidence in their abilities. Open communication on this is key,
More resources on this topic:
How Can Employers Prevent Quiet Quitting
Why Employee Offboarding
Experience Is Important?
The Secrets to Retaining Employees from Europe's Best Workplaces 2022
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Burnout
Job burnout is defined as a state of physical or emotional exhaustion that also involves a sense of reduced accomplishment and loss of personal identity, caused by prolonged stress. Research from Irish technology firm Workhuman in 2022 found that Ireland ranks among the worst in Europe for employee burnout
It’s not uncommon for good employees to be overworked but also unappreciated, and these employees can reach a breaking point Burnout can also lead to a knock-on effect within your business; when employees start to feel overworked, their quality of work can start to deteriorate due to a bad mental state
Encourage your employees to have a healthy work-life balance and check in with them regularly to ensure their workload is not too heavy This also shows strong leadership Know how your employees like to work and listen to them around important issues like whether they think a certain deadline is too soon or if they need additional support on a project. Implementing small things like mental health days or a redistribution of workloads across the board can also make a huge difference to an employee who is struggling.
Click here for more tips on how to promote employee wellbeing in the workplace.
Lack of recognition
A little encouragement goes a long way. Your employees want to feel like the work they are doing is appreciated and will feel more confident in this work if they are being recognised and commended for it. This same study from Workhuman in 2022 found that employees working at organisations with a recognition programme are 53% more likely to be “thriving” at work, also finding that employees who are given recognition at least a few times a month are 84% more likely to be thriving
Showing appreciation and recognition to employees is a simple but extremely effective way to show you value the work they do Employee recognition should be looked at on a case-by-case basis but could be something like an email thanking them for their hard work or even perks like a raise or promotion
Furthermore, by maintaining a genuine interest in the employee as an individual and taking time for interactions on an individual level – for example, having conversations that have nothing to do with work – you can further help build that layer of trust. You are showing them they are not just a number to you, and that your organisation truly values them as a person, not just as a worker.
Check out our blog article for more tips on how to give back to your employees.
Showing appreciation and recognition to employees is a simple but extremely effective way to show you value the work they do. Employee recognition should be looked at on a case-by-case basis but could be something like an email thanking them for their hard work or even perks like a raise or promotion.
Furthermore, by maintaining a genuine interest in the employee as an individual and taking time for interactions on an individual level – for example, having conversations that have nothing to do with work – you can further help build that layer of trust. You are showing them they are not just a number to you, and that your organisation truly values them as a person, not just as a worker
Check out our blog article for more tips on how to give back to your employees
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Lack of flexibility
With the switch to remote or hybrid working, it’s an understatement to say that the way we work has changed massively over the past three years. Companies have learned how to cater to their employees’ needs more and more, and the switch to a more hybrid working approach has shown that accessibility and flexibility is more achievable than ever before Your employees know this
There has been an enormous surge in organisations requiring their employees to return to the office in recent months However, if you are in the position to do so, things like offering flexible start and finish times or offering remote working a couple of days a week (depending on your industry) can be a massive signifier to your employees that you are there to support them
Maybe you’ve implemented a mandatory return to the office 5 days a week, but for most of your employees this will mean a return to a 1-hour commute each day – time they could be spending at home with family or enjoying personal time. Ask yourself: do your employees really need to be onsite every day, and could they be more satisfied with a more flexible approach?
Like with most things in a good company culture, maintaining an open and honest conversation about individual employee needs is an efficient way to stay up to date on how your flexible approach is working. Again, in doing this you are showing you value how your employees feel and how they want to work.
Check out our 5 Best Practices for Leading a Hybrid Team blog article for more advice on this
Lack of progression
Another reason for good employees wanting to pack their bags is feeling that they are stuck in a rut in your organisation Maybe they were hired a year or two ago and have been in the same position since the first day they started, doing basically the same work Understandable – they’re good at their job But most good employees need growth in order to feel stimulated and challenged They want to feel there’s a pay rise on the horizon or an eventual switchup from the same menial tasks every day
Providing employees with a clear path for learning and development will massively help with this – why not set up chats with employees every few months to discuss potential career goals and how you can help them achieve these? Is there certain skills they want to hone in on or another aspect of the business they want to learn more about? By not paying attention to your employees’ progression needs and goals, you are only serving to push them away to a different company who can better support them around this
Negative work environment
The people you work with can often make or break your experience at a job Your employees may love the work they do, but find the people they work with unhelpful or feel there is “toxic” workplace culture This not only leads to a negative experience for employees, but a decrease in productivity as well as potentially damaging your organisation’s reputation
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These employees are not going to want to stay somewhere they feel is affecting their mental wellbeing, and you don’t want your organisation to be a place wherein your employees’ moods are worsened just by coming to work. If you think there is a risk your company culture is being marred by a sense of a toxic work environment, it’s important to delve into the problem and find the root cause.
Great Place to Work can assist with this by providing a framework to listen to your people and act on their feedback. When your employees are dissatisfied but have the opportunity to be heard through the Great Place to Work survey, it's a win-win situation – gathering feedback from the survey can help you identify the areas you need to work on and improve your workplace culture
Check out our blog article for advice on joining the Great Place to Work programme and how to know when the right time is to get started
About Great Place to Work®
Great Place to Work® is the global authority on workplace culture We help organizations quantify their culture and produce better business results by creating a high-trust work experience for all employees. We recognise Great Place to Work-Certified™ companies and the Best Workplaces™ in more than 60 countries.
To join the thousands of companies that have committed to building high-trust company cultures that help them attract, retain and take care of their people, contact us about getting Certified today.
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HOW TO CORRECTLY PRICE AFTER A REFURBISHMENT
Balancing guest expectations with achieving ROI after a refurbishment project can be tricky. IDeaS Revenue Solutions highlights what to consider when revising your room rates.
Hotel rates were at record levels in 2022. Despite concerns around inflation and the cost of living, travel demand is rising. The buoyant market seems like a great opportunity for hotel owners and operators to launch refurbished and new hotels, but if you’re pricing new hotel rooms or trying to recoup investment from improvements and extensions, how do you create a robust revenue management strategy? Striking a balance between generating a return on investment (ROI) and appealing to value-conscious guests can be a challenging endeavour.
Be aware of the competition - today and tomorrow
Understanding how much competition you have can be just as important as knowing the rates they sell at. In an ever-evolving market, hoteliers need to be aware of what is opening and who is evolving their products and services to properly understand your own positioning.
Almost 5,000 rooms were added in Dublin from 2018 to 2022 - with around 2,000 more expected by the end of 2024. In Cork, 2,040 more rooms are anticipated to open in the next two years, with further stock across regional areas. Even with the post-pandemic tourism boom, driving occupancy amongst greater competition can be tricky.
Thankfully for existing hotels, the government’s Short-Term Tourist Letting Register is expected to shift 12,000 rooms from short-term holiday lets back to the long-term rental market which will likely provide a boost for hotels in a push-back against the likes of Airbnb.
To capture market share, hoteliers need to consider an ever-changing competitor landscape and ensure pricing is viewed as fair by the market. Price too high and guests will turn to alternatives. Price too low and you run the risk of diluting profit, increasing wear-and-tear through high guest turnover, and devaluing your property.
Setting rates which reflect your value
The temptation to inflate rates after a refurbishment is strong, particularly in the current market conditions.
Most accommodation providers in Ireland reported 2022 as a “very strong year. Record average room rates and a bounce-back in demand/occupancy delivered encouraging turnover figures for many service providers” - and the high average room rates are tipped to be sustained throughout Q1 2023.
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But in the eyes of guests simply having new and improved facilities is not enough to warrant higher rates. You need to offer rates which reflect the value of your guest experience.
Exploring the sentiment of consumers and hotel professionals, Expedia Group’s ‘Traveler Value Index 2023’ found “the importance of price and flexible booking options to hotel guests cannot be overstated.” Indeed, the top three priorities for consumers when booking travel can all be tied to revenue policies:
Atypical, low pricing Ability to get a full refund Flexible cancellation policies
Across travel as a whole, the report reinforced that “price sensitivity doesn’t necessarily mean that consumers are hunting for the cheapest rate…they want to get their money’s worth.”
Conclusion
The temptation to rapidly grow rates following a refurbishment or extension needs to be carefully managed. Guests want flexibility with their booking, so adjusting your rate rules can be an opportunity to provide guests with a value they are seeking.
Dynamic pricing is essential for newly unveiled properties and facilities Rates need to take into consideration variables such as real-time demand, the guest willingness to pay, roomy-type hierarchy, and competitor activity. Taking a flexible pricing approach provides the opportunity for greater revenue growth but it can be a time consuming and tedious process for revenue teams.
An automated RMS like IDeaS G3 RMS provides real-time accurate and dynamic pricing, set via a combination of market knowledge, your business strategy, and local intel. By focusing on driving revenue at opportune times and optimally pricing each room type, an automated RMS helps hoteliers maximise ROI on upgrades and refurbishments.
Just as guests are seeking value, hoteliers need to consider the value of each guest and booking to their business. Following major investment, pricing ‘new’ rooms too low can devalue the product but pricing too high may alienate loyal customers or price you out of the market. It’s a fine line to tread, but one that technology can assist with to ensure you’re getting your market share and growing rates in a way that works for your business strategy.
For more information on how an automated RMS can boost your revenue, visit www.ideas.com
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What can a career in technology offer women?
There are always challenges that require resolution
In celebration of International Women’s Day, the leading hospitality technology company Guestline brought together its own panel of five female technology professionals to discuss and review their thoughts on what a career in technology can really offer women, and the results are certainly inspiring.
The five Guestline panel members are:
·Bruna Lima –Software Developer
·Zsuzsanna Tomescu – QA Team Leader
·Pamela Grubich – Junior Developer
·Julia Kopatzki – Junior Product Owner
·Evie Cowie- Quality Assurance Tester
Variety of the role
A recurring theme throughout the discussion was how a career in technology offered so many options and called for a large variety of skills. Zsuzsanna likened working within technology as 'like being in a house with 1000 doors – every door leads you down a very different but exciting path' which the panel agreed with, and all felt was an exciting part of the job.
Careers within technology, as well as the more obvious analytical and problem-solving skills, can also draw on a number of other skills and qualities which might not always be considered first and foremost. These include the ability to work under pressure, creativity and innovation, attention to detail and curiosity for how things work. There is also an increased demand in some roles for an understanding of psychology to meet user behaviours and needs.
'Every day I am faced with different challenges and different tasks – not knowing what my day will entail or present is part of the role that I love,' says Julia. 'I have worked in roles outside of tech before and each day, I ask the same questions and get the same, or similar responses. Now I start each day not knowing the problems I will face, and I love the challenge of not knowing what will come up.'
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Intellectual stimulation
All participants loved the intellectual stimulation roles in technology offer. ‘You are always exercising your problem-solving skills,’ says Bruna. ‘There are always challenges that require resolution so I love understanding what is happening within the market-place, learning new approaches and seeing how I can interpret this within my day-to-day job to bring value to the company and to our customers by having an active role to play in finding and building solution
Collaborative nature of the role
Pamela’s experience challenges a common misconception about the life of a developer being isolated and lonely. She loves that she gets to interact with numerous business units, which she finds very motivating and inspiring.
‘Finding solutions to the problems the wider business faces requires ongoing collaboration to understand and support their objectives. I love how interactive and supportive the environment is.’
Although Evie had never considered a role in tech, she loves the supportive team environment she now works in, dealing with both developers and product teams regularly. 'We operate a no-blame culture here, so if something goes wrong or there is a problem, we all come together to try and fix it – I love the environment I work in.'
Constant learning
Another common theme is the dynamic nature of the industry, requiring a commitment to stay on top of new developments and methodologies if you are to stay on top of your game. 'It never stands still,' says Julia. 'There is always something new to learn and if you are to succeed, you need to appreciate that you will always be learning.' This has been further fuelled by the pandemic which has driven the need for new technologies to support digital acceleration. Bruna agrees, saying, 'Nothing stays the same for long and there is constant development, both within the industry and also for me personally- new methodologies, new frameworks, new approaches.'
Ability to work remotely
Technology has been at the forefront of remote working and it’s not uncommon for US or European companies to look as far afield as Asia for developers. Our five Guestliners all came together to discuss their experiences via the wonders of Zoom, but are based throughout Europe – the UK, Germany and Poland, with many companies now fully supportive of remote working. This ability to progress regardless of where you are in the world also makes technology an appealing career choice for both the current and next generations.
To read the original copy of this article and learn more about the role of women in technology please visit the Guestline blog: guestline.com/resources/blog
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Graduates of the country’s most exclusive hotel management college celebrate the recovery of the Hospitality Industry
9th March 2023: The top hoteliers of tomorrow are celebrating the recovery of the hospitality industry. The hospitality industry globally has faced challenges as a result of the Covid-19 pandemic. The industry is at a turning point and well on the road to recovery.
Some 104 graduates from the world-renowned Shannon College of Hotel Management - the only third level college in the country with 100% graduate employment since it was founded received their degrees today. The graduates are currently working in some of the most renowned hotels around the world including Claridge’s London, Intercontinental Miami, Hilton Seychelles and the Ritz Carlton Toronto. Today’s graduates hailed from 10 countries including Ireland, India, China, Malaysia, South Korea, Seychelles and Germany. The college founded by one of the country’s great social entrepreneurs, Dr. Brendan O’Regan, in 1951 is a College of University of Galway.
Speaking at today’s graduation Mr. Adrian Sylver, Head of College spoke about the depth of the Shannon College degrees and the growth of the hospitality sector. “The industry is rebounding after a turbulent covid-19 period. Central to this resurgence is people. You graduate today with a degree in International Hotel Management, your degree has equipped you with skills highly sought in the industry. You have mastered modules in all the key business disciplines and those specific to the hospitality industry. Additionally in Shannon we have strived to hone your management and interpersonal skills. The Shannon qualification goes beyond the academic studies, lifelong skills are developed that will make you stand out in the industry. Tourism, Ireland's largest indigenous sector and biggest regional employer, is on a strong recovery trajectory after the difficulties of the pandemic".
Elaina Fitzgerald Kane, Chairperson of the Irish Tourism Industry Confederation, said “There are significant opportunities for new graduates starting their tourism careers as well as those seeking career progression across the length and breadth of the country. This is one of Ireland’s most exciting sectors.”
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Class patron Nicky Logue, General Manager of the Intercontinental Hotel in Dublin in his address stated that “the hospitality industry is one of the most exciting and rewarding industries in the world. Despite the challenges of Covid the industry has rebound to pre-Covid levels”.
Many College alumni were in attendance including Eamonn Casey General Manager of Powerscourt Hotel, Wicklow and Alumni president stated “The popularity of Ireland as a destination has been demonstrated with the speed with which the Irish Hospitality Industry has recovered” Scholarships to the value of €25,000 were awarded to graduates for their practical, academic and personal achievements.
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Amber Springs Hotel see 38% revenue increase since joining Net Affinity
Amber Springs Hotel is a beautiful family-run 4 star property located in gloriously sprawling Wexford, just a 5 minute walk from the main street of charming town, Gorey. Full of the warmth and friendliness you only get in a family-run hotel, it’s no wonder they were voted as one of Ireland’s Best Family Friendly Hotels. Amber Springs is only a short drive from miles and miles of sandy beaches.
Spacious, comfortable rooms are built for singles, couples and families. Award-winning cuisine is served from their multiple restaurants, dishes are prepared using organic and locally sourced produce where possible, some of which is grown naturally and nurtured on their own Redmond Family Farm not far from the hotel.
Our relationship so far
We have worked with Amber Springs Hotel since March 2022. From the beginning, the relationship between ourselves and the team in Amber Springs has been so positive and intuitive, given our shared love for the hotel, understanding of the objectives at hand, and the determination to reach our set goals. Organized and regular contact mean strategies and action plans are always on track.
Maeve Walls, Senior e-Commerce Manager at Net Affinity says: “Since coming on board with Net Affinity, it has very much been a collaboration between the two teams, a great openness to ideas and sharing information. There’s been a clear and simple goal of growing the website business from the start. The results to date speak for themselves, and for myself, I am lucky to work with such a hotel. Onward and upwards we go.”
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Our shared goals and objectives
Our booking engine is the newest technology on the market. Using this feature-rich, lightning fast piece of technology, alongside our award-winning website and marketing services, the collective objective was to grow Amber Springs Hotel’s direct business as much as possible, and to increase their marketing activity – which in turn would increase general brand awareness.
Net Affinity rank #2 Best Hospitality Digital Marketing Agency Globally in the 2023 HotelTechAwards
What are the results?
Since March 2022, Amber Springs Hotel have seen strong and consistent growth in their direct revenue and transaction volume:
38% increase in revenue
29% increase in transactions
Their multi-channel marketing campaigns have also consistently performed very well – which may come as no surprise given our marketing team recently ranked #2 Best Hospitality Digital Marketing Agency Globally in the 2023 HotelTechAwards!
Eibhear Coyle, General Manager at Amber Springs Hotel says: “Since we’ve joined Net Affinity, we are delighted with the growth we’ve seen in our business. We have been delighted overall with our switch to Net Affinity – our on-boarding and transition process was smart, competent and seamless. We had support throughout the whole process – through the design and build of the website, and we received valuable advice on our journey since March 2022. The partnership with Net Affinity has been fantastic, with all invested parties working towards the same goal.”
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Pictured at the presentation of the cheque for the Turkey Earthquake Appeal, from left, Barry Whelan, CEO, Ali Bulut, Recruitment Resourcer, Mehmet Caliskan, Recruitment Resourcer, Shane McLave, Managing Director, and Emma Conlon, Director of Operations & Events.
