A Hilton benefits program employees used to hate now makes millions in revenue for the company

There is no better feeling of human resource positives than seeing the success of a well -used employee program and well loved. Lack is better, in fact, only when the program also benefits your company’s final result.

This is the case for the Hilton Employee Travel Program. The Perk, called Go Hilton, is a preferred factor, and achieves millions of dollars ’revenues every year.

Using Go Hilton, employees, friends and family members can stay in Hilton for sharp reduced prices. The prices of the team members include up to 40 nights per year, and the majority of hotels are priced at constant successive rates, ranging from $ 40 to 80 dollars per night. Friends and family prices give 70 nights annually by 50 % of the best available rate.

“Travel is essential to what we do,” Laura Loler, Vice president of Hilton, Vice President for Human Resources Technology and Human Resources Technology, told HR Brew. “We have a unique opportunity to use travel and the foundation purpose to really involve our team members.”

The beloved was not always loved. In fact, it was a source of extreme frustration before he underwent renewed a decade ago.

Beloathed to the beloved.The original team’s travel program has pushed steadfast criticism of workers in the annual surveys of Hilton.

“Year after year, this was the greatest unreasonable that team members are talking about,” said Rick Moro, the first director of the Go Hilton program, who led the HR Brew program.

The biggest headache was difficult to find the room. The system relied on hotel management to add unspeakable rooms to the platform – which will not often occur, according to Morrow. If the employees can reserve a room, they will need to provide written documents stating the hotel in which they reside and for how long, and registration from their managers. The workers were forgetting the documents, and it was removed by the hotel.

In 2016, Hilton presented the Go Hilton program, with a new reservation site and a system to find the availability of the room. The process was fully electronic, and gave up paper documents.

To solve the problem of no problem in the rooms, the Morrow team focused the process to add the availability of the platform. By working with Hilton Commercial Teams, she created a form for occupancy expectations. Hilton’s reservation system contains historical data about what was occupancy, and it is expected to have each hotel. Using this data, the model is calculated for the rooms that are likely to be not sold during less preoccupied periods that can be provided to employees at reduced prices.

Emphasis.The feature is not dealt with as a strategy “its appointment and forgetting”. Luller and Muro teams made changes to the program, primarily on employee ‘observations through an annual survey.

“We are always looking for ways to improve the program. So far, we haven’t reached perfection,” Luller said.

For example, when they first presented the program, the annual customization of each of the prices of team members, friends and family prices was set at 30 nights each. Employees in the early reactions said that family prices and family prices were quickly used, so Hilton expanded these prices to 70 nights per year and expand the allocation of a team member to 40 nights this year, after similar reactions.

Hilton also presented a long -term possession program, as the team members who were with Hilton are getting for 10 years or more to family friends and prices for life, and after 20 years they get the prices of members of the team for life. This specific offer enhances employee retention.

“I don’t know how many times I can tell you,” Moro said. “We have heard someone who says … he is thinking about retirement or moving forward, and they are like, no, I am wandering for another year or two years because I want the rates of team members for life,” Moro said. “Thus you keep good people.”

victory.Since its renewal, more than 35.8 million rooms have been booked via Go Hilton. Perk has also proven to be a success in the final result of Hilton. Since re -submitting, Go Hilton has achieved approximately $ 3 billion of revenue. Last year was the most successful, with nearly $ 550 million.

For other human resources leaders who want to provide successful talent programs that enhance revenue, Lawler recommends that you put a product or offers this value to their team members.

“The key to going to Hilton is not only working for our team members and employees, but also for our business,” Luller said. “I have worked elsewhere, or I can work elsewhere, where [I’ve thought] Well, they should have a reduced version of you, then discover that it does not do it, because it is likely to be expensive. So I would only like to encourage human resources leaders to be creative and think of interesting ways to do so. “

This report was written It was originally published by HR Brew.

This story was originally shown on Fortune.com

2025-04-18 00:03:00