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Keeping Talent in Hotel Construction

IRVINE, CA—Developing and maintaining a culture that recognizes and rewards employees at all levels is one of the keys to retaining talent in this highly competitive field, R.D. Olson's Bill Wilhelm tells GlobeSt.com EXCLUSIVELY following the recent lodging conference.

By Carrie Rossenfeld | Updated on October 26, 2016
Bill Wilhelm Wilhelm: “Those companies that don’t have a culture are a revolving door, and this is true for any industry out there.”

IRVINE, CA—Developing and maintaining a culture that recognizes and rewards employees at all levels is one of the keys to retaining talent in the highly competitive hospitality field, R.D. Olson‘s president Bill Wilhelm tells GlobeSt.com. Wilhelm recently attended the Lodging Conference in Phoenix, so we spoke with him exclusively about his takeaways from the conference and where he sees the hotel sector headed moving into 2017.

GlobeSt.com: What are some of the best ways to keep talent in the construction sector of the hotel industry?

Wilhelm: What we have found to be beneficial starts with the place of employment—how you’re making employees feel a part of it. Whether it’s my company, a contractor company or even hotel-management companies, it’s interesting to look at the culture within. Those companies that have a culture that’s working in the right direction, that makes associates feel like they’re a part of it and make a difference. Those that don’t have a culture are a revolving door, and this is true for any industry out there. Our people are our greatest asset, and they have a passion for culture and company. Benefits and things like that are important, but most hotel companies today are all competitive, so culture is the driving force.

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