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  • Tuesday, December 15, 2015 8:41 PM | Deleted user

    Left to right back row: Randy Waller (Hampton Inn & Suites South), Kevin Carlile (Magnuson Grand Hotel & Conference Center), Jeff Shirley (Staybridge Suites).
    Left to right front row: Shari Lee (Visit Tyler), Crystal Smart (Hilton Garden Inn), Cheryl Sartain (Residence Inn), Amy Patel (Baymont Inn & Suites)

    At our End of the Year Membership meeting the bylaws were updated to include an active seven person board of directors.  The board of directors includes the three association officers and four other members.  Congratulations to our new board!  The Tyler Lodging Association is excited to have a board with a combined hospitality experience of 94 years!  Stay tuned for a great 2016!

  • Monday, December 14, 2015 10:31 PM | Deleted user

    It is hard to believe 2015 is coming to a close! Where has the time gone? Thank you to all of the Tyler Lodging Association's members and supporters! We appreciate you very much. We hope everyone has a great time celebrating this year and looking forward to a great new year.

    If you were unable to attend our membership luncheon last Thursday, click here to read the minutes from the meeting.

    We look forward to a great 2016 and the new officers and board members are preparing a great year for the Tyler Lodging Association!

  • Monday, November 30, 2015 10:20 PM | Deleted user
    We all have a basic need to feel appreciated. So how can you cultivate an effective 'praise culture' at your workplace?

    Click here to read the full article by Justin Bariso.

  • Thursday, October 22, 2015 10:26 AM | Deleted user
    No, they’re not leaving because they think they’ll find better perks somewhere else. They’re leaving for other reasons—namely, things you or your organization need to stop doing.

    Click here to read the full story on forbes.com.


  • Wednesday, October 14, 2015 10:48 PM | Deleted user

    As you lie down at night before you go to bed, what are your thoughts looking like? Are you anxious for tomorrow? Do you worry or reflect on what you’ve accomplished for the day, or maybe what you didn’t?

    According to Business Insider, the last thing you do right before you fall asleep not only impacts how much or how well you sleep, but ultimately impacts how you feel and how you perform for the next day.

    Read the full story here.
  • Wednesday, October 14, 2015 10:48 PM | Deleted user

    As you lie down at night before you go to bed, what are your thoughts looking like? Are you anxious for tomorrow? Do you worry or reflect on what you’ve accomplished for the day, or maybe what you didn’t?

    According to Business Insider, the last thing you do right before you fall asleep not only impacts how much or how well you sleep, but ultimately impacts how you feel and how you perform for the next day.

    Read the full story here.
  • Tuesday, October 06, 2015 3:49 PM | Deleted user

    Becoming and staying productive isn't about hard-to-follow programs or logging your every move in an app. It's about self-care. Here are daily to-dos to get you started.

    Read the full story here by Amber Rae on fastcompany.com.

  • Wednesday, September 30, 2015 10:22 AM | Deleted user
    Experience can be a distinct advantage, but fresh perspective also has its benefits. Here Inc. columnists share how to tap into the millennial drive for success.


    Click here to read the full story.


  • Tuesday, September 22, 2015 5:56 PM | Deleted user

    Ashley White with TrainingFolks shares the following tips for training the millennial workforce:

    In today’s workplace training consultants from various training companies see three common generations when doing content development:

    1)      Baby Boomers (1946-1964)

    2)      Generation X (1965-1979)

    3)      Millennials (1980-1996)

    Generation X is half as big as the Baby Boomer generation.  Why does this present a problem?

    As Baby Boomers retire, there will only be “seasoned” employees available to fill half of those positions.  This means the millennial generation will have promotion opportunities faster, and this will require more learning to support them through this transition.

    The millennial generation possesses unique qualities, and it helps to know what training solutions work best to support them through this transition. Here are some facts and techniques to position the millennials for success.

    Who are the millennials?

    • 70% have “friended” their managers and/or co-workers on Facebook. (Cisco)
    • Over 63% of millennials that work have a Bachelor’s Degree
    • The average member of the millennial generation carries $45,000 in debt.
    • By next year, millennials will account for 36% of the U.S. workforce and by 2025, they will account for 75% of the workplace. (U.S. Bureau of Labor Statistics/ The Business and Professional Women’s Foundation)
    • 69% of millennials believe office attendance is unnecessary on a regular basis (Cisco).
    • 92% believe that business success should be measured by more than profit

    Training solutions for the millennial generation

    1)      Be tech-savvy

    One of the greatest strengths of the millennial generation is their sound knowledge of technology.   Technology is one of the best ways to engage millennials. One solution may be using Twitter or other chats to have groups share the result of a small-group discussion or designing custom eLearning that learners can access on their laptop, iPad, or other mobile device.  Our content development services always take this into consideration.

    2)      Be Visual

    Most of the training companies all agree, the more comprehensive your corporate training program is, the more equipped your millennial employee should be once they’re performing their job.  Most millennials respond well to training based around visual stimuli, like information that is easily absorbed through infographics or presentations. You might want to use custom eLearning courses to cover the fundamentals and inform them of company policies.  This should shorten the learning curve and better prepare them for their position.

    3)      Be Flexible

    Younger people often have different strengths than their elders. To get the most out of a millennial employee, it’s best to be flexible enough that their natural talents can shine through. Being too rigid and expecting them to do things the way they’ve always been done or the way you do them can be an obstruction to progress. Offering some flexibility will channel employee growth.

    4)      Be in favor of ongoing training

    The millennial generation is far from being complacent. They feel an urgency to acquire new skills through ongoing learning.  This can help to improve their work satisfaction.  Regular training equips them with the knowledge and skills that they require to carry out their tasks efficiently.  Organizations are more likely to see a low employee turnover rate if millennials are engaged with ongoing training.  This is likely to spike their productivity which will translate into higher profits for your company.

    5)      Be prepared to keep content short

    To train millennials effectively it is even more imperative to keep the content short.  Millennials are self-motivated and have been taught to be digitally resourceful.  This creates opportunities to allocate the time that was once spent on training on specific material, which may not ever be used by an individual, or may be forgotten, by the time it is needed instead teach and direct learners on where to locate and how to use job tools.  Short how-to videos or task relevant, scenario based games that can be accessed during down time in work environments is proven to be successful. 

    6)     Be clear with your expectations

    Unlike Baby Boomers and Generation X managers, millennials have only been part of the workforce for a short time. Most will have experience with entry-level positions, but they may not be experienced in leading others. They will want to know how you are evaluating their performance as a manager and the criteria you will use. Conveying clear expectations throughout the training process should minimize miscommunications due to generation gaps.  Custom management training can develop millennials for organizational success as well.

    7)      Be sure to make training relevant

    Gen Y has zero tolerance for irrelevant content. Think about it instructional designers when doing you custom development: they have instant, on-demand access to billions of articles, videos, blog posts and images at almost no cost. Technology has trained them to skip whatever seems boring and irrelevant.  Ensure the content covers what they need to know, and that they clearly see how it impacts them directly.

    8)     Be ready to add gamification to training

    Millennials grew up playing games. Gamify their learning experience. Allow trainees to unlock badges as they make progress, rank everyone on a public leader board and in some cases, and consider offering some real prizes like gift cards, tablets or e-readers to acknowledge exceptional performance.  Keep the focus on competition, not assessment. Millennials sees competition as a fun road to personal development.


  • Wednesday, September 16, 2015 9:24 PM | Deleted user
    Some Millennials might not be taking to corporate life. Perhaps they have good reason not to.


    Read the full story here.


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Tyler Lodging Association is an IRS 501(c)(6) non-profit organization 

P.O. Box 7701 | Tyler, TX 75711 

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