Editorial Board   Guest Author

Mr. Lindsay

Matt Lindsay

President, Mather Economics LLC

Matt Lindsay has more than 20 years of experience in helping businesses improve performance and drive revenue through economic modeling. In consulting roles over the past 15 years, he has shared this expertise and developed pricing strategies and predictive models for clients, including the Intercontinental Exchange, Gannett, The Home Depot, NRG Energy, Tribune, IHG, McClatchy, the Everglades Foundation, the Walton Foundation, Dow Jones, and The New York Times. Prior to joining Mather Economics, Lindsay worked with the Corporate Economics Group to leverage information on price elasticity and marginal network costs to improve profitability by customer for the United Parcel Service (UPS). He began his consulting career with Arthur Andersen, working in the firm’s Atlanta strategy practice. Lindsay’s extensive experience in marketing spend effectiveness optimization, customer retention, analysis and the resulting predictive models have been used to support strategic pricing decisions, marketing initiatives and customer acquisition tactics, ultimately generating millions of dollars in incremental profits for his clients. He is a sought after expert and frequently speaks at industry events including the NAA’s MediaXchange, the INMA World Congress, and the WAN-IFRA World Newspaper Conference. Lindsay has a doctorate in economics from the University of Georgia, a master of applied economics from Clemson University and an undergraduate degree in economics from the University of Georgia.

Please visit http://www.mathereconomics.com. for more information.

Mr. Lindsay can be contacted at 770-993-4111 or matt@mathereconmics.com

Coming up in March 2019...

Human Resources: An Era of Transition

Traditionally, the human resource department administers five key areas within a hotel operation - compliance, compensation and benefits, organizational dynamics, selection and retention, and training and development. However, HR professionals are also presently involved in culture-building activities, as well as implementing new employee on-boarding practices and engagement initiatives. As a result, HR professionals have been elevated to senior leadership status, creating value and profit within their organization. Still, they continue to face some intractable issues, including a shrinking talent pool and the need to recruit top-notch employees who are empowered to provide outstanding customer service. In order to attract top-tier talent, one option is to take advantage of recruitment opportunities offered through colleges and universities, especially if they have a hospitality major. This pool of prospective employees is likely to be better educated and more enthusiastic than walk-in hires. Also, once hired, there could be additional training and development opportunities that stem from an association with a college or university. Continuing education courses, business conferences, seminars and online instruction - all can be a valuable source of employee development opportunities. In addition to meeting recruitment demands in the present, HR professionals must also be forward-thinking, anticipating the skills that will be needed in the future to meet guest expectations. One such skill that is becoming increasingly valued is “resilience”, the ability to “go with the flow” and not become overwhelmed by the disruptive influences  of change and reinvention. In an era of transition—new technologies, expanding markets, consolidation of brands and businesses, and modifications in people's values and lifestyles - the capacity to remain flexible, nimble and resilient is a valuable skill to possess. The March Hotel Business Review will examine some of the strategies that HR professionals are employing to ensure that their hotel operations continue to thrive.