Tag Archives: Suzette Eaddy

Do You Feel “Aged-Out” of the Meetings Industry?

Originally Posted Meetings Today

Do You Feel “Aged-Out” of the Meetings Industry?

20 in their 20s. 30 in their 30s. Even 40 in their 40s. And then the lists recognizing those who are doing good work in the meetings and hospitality industry seem to stop.

Where, I wonder, are the 60 in their 60s, for those who were still working at 60 or even 65-plus?

Howard Feiertag is among the oldest and most active in our industry. He astounds me with his energy and willingness to continue to learn, strengthen our industry with up-to-date knowledge and with historic knowledge on which we all continue to build.

Patti Shock was among those who, though officially retired from UNLV, continued to teach virtually and through the International School of Hospitality (TISOH), and also via her contributions to industry publications such as this one and on social media.

Patti, who died November 22 at just barely 78, was an example of those of us who continue to learn and contribute. I have no doubt that she’d have kept going much longer had her death from surgery not occurred.

I was grateful to another industry publication that recently named me a “legend” among influential industry people. The legends? Three men and me. The men are all still working, and at least two of whom are older than I. Those three are, I am pretty sure, much wealthier than I and could afford to retire quite comfortably.

Since I’m often still asked to work for “the exposure,” and because I love learning, applying that learning to work with clients and helping others learn, I continue to work into my 70s.

In the era in which I grew up, I remember stories of the “gold watch” given at retirement to those in white collar jobs who worked for companies for many decades. Yet there was little recognition of those who toiled long into their post-60s at blue collar jobs, often working because their income had not been enough to sustain them in retirement.

In my family, many of those, of blessed memory and including my grandfathers, father, uncles and some cousins, worked until they literally died on the job. My dad, just short of his 65th birthday, would have, I am sure, continued working in sales much longer had cancer not killed him. His dad, my “Papa Billy,” with no college education, retired from a long career in the insurance industry to work elsewhere. He died on his lunch hour. We think he was about 85 years old.

My dad’s brother, a doctor, would have still worked had he not gotten sick. In fact, he continued to practice at least three days a week until shortly before his death at almost 86.

I have no role models for retirement.

Why do some continue working while others retire? Would more people retire, generally and in our industry, if they could afford to do so? Are some forced to retire because their value is not seen and instead companies hire two lesser experienced and lesser paid workers to “take the place” of the senior worker? Would people continue working If they and their talent were valued in their companies and in the hospitality and meetings industry?

A dear friend, a CPA and attorney, was forced to retire at 62 by the firm for which they worked as a partner. One can imagine at the founding of many companies when the lifespan in the U.S. was much lower than 62 might have been ancient. Compare it to today and wonder why anyone is forced to retire if one is still productive. There are many years left in which to provide one’s knowledge.

A recent, though I hear fading, “cool” putdown is “OK Boomer” used against those of us who are in fact of the Boomer generation. How then does that differ from the ageism and discrimination leveled at Gen Y, considered by some for being slackers when it comes to their work ethic? Is forced retirement a form of ageism?

In our industry, those who are older than 40 have a difficult time getting jobs, or worse, maintaining jobs as they age regardless of their knowledge and abilities. Do we value the knowledge of those who are older than even 40, let alone those of us in our 60s or 70s or older? Does history matter, in that we can bring to the table information no one else possesses?

Athletes are forced to retire from their initial endeavors often due to injuries sustained during their careers. Many go on to careers in broadcasting. Older actors and performers, on the other hand, are valued more today than they have been in a long time. (If you’ve not read or heard 83-year-old Glenda Jackson’s successes on Broadway in the last years, do so here.) Then there’s Mick Jagger, after illnesses that have scuttled the careers of many, he’s still performing!

This article from Fast Company is one of many articles and papers I have read about the value of retaining older workers. Is the hospitality and meetings industry not aware of our value?

It was interesting reading what those still working and those retired had to say. I wonder how many more of you are out there and willing to “out” yourselves as being 65-plus and still actively working in the industry. And of those of you retired, what do you miss, if anything, about working? Or did you, like Sandi Lynn, “rewire” after you retired from another job? Or like Keith Sexton-Patrick, take on a part-time job at which he still uses the skills spent in his many years in convention services?

Long ago, a friend, then in hotel sales, said that if I should ever retire, I should call my final column “Life Without Amenities.” I don’t see that happening: one, because I’m not planning to retire, and two, because I’ve turned down amenities regularly. That said, others I think miss the attention and perks that our industry gives to those who continue to work.

Will you tell us why or if you feel valued for your knowledge or dismissed because of your age, whether it’s 40 and younger or 60 and older? You can do so via the poll or in the comments.

If you’d prefer to have me post what you have to say without identifying you, email me at FridaywithJoan@aol.com and I’ll post in the comments without your name or identifiers. And yes, I will understand, as will others, why you do not want to be identified.

Thanks for reading—whether you are doing this while still working or in retirement or contemplating retirement. As we wind down the year, some of us frantically working on year-end contracts, I am grateful to still be part of this industry, working to make meetings and hospitality better.

We have been asked by many about donations in Patti’s honor. Two suggestions:

1. PCMA, which is how I first met Patti, will continue to help students. Visit here, put in the amount and then click where it says “Dedicate my donation in honor of or in memory of someone” and add the name “Patti Shock,” it will be to help students.

2. Or you may donate here, through NACE, which will go to the TISOH scholarship.

THANK you. It will mean so much to family and friends to help others in honor of Patti’s life of educating others.

Related content from the December 2019 edition of Friday With Joan:

[Read more content in the 12.06.19 Friday With Joan newsletter]

‘Ethical Negotiation’ – An Oxymoron?

Original published Meeting Today Blog 

'Ethical Negotiation' - An Oxymoron?

Psst… did you hear the one about the hotel salesperson and the customer who didn’t disclose their policies and history? OK, maybe that’s not a common setup for a punchline.

But everyone says it: there must be “hidden charges” that involve a financial risk to meetings that hotels never disclose, seemingly in order to protect themselves from major catastrophe. This causes meeting organizers to believe they’ve been “caught” by someone unscrupulous because if they were really our partners, wouldn’t all the information be disclosed at the start of the relationship?

Conversely, hoteliers and other vendors, working with a wide range of customers say they are frustrated that RFPs (Requests for Proposals)—whether written, electronically completed or phoned in—don’t describe an entire meeting, its needs or its history.

Those with many years of planning, sometimes for the same organization, where year-to-year meetings are pretty much the same; those with little experience; or the well-meaning person who, based on a social media group’s interest, wants to convene face-to-face gatherings, all sometimes take short cuts.

Without all the facts, hotels and other vendors may take for granted that what they get is enough and the person from whom it is received knows enough to ask the right questions. Neither party wants to lose money. In fact, the expectation for each side is that a profit be made, or for the group, at least a break-even financial outcome. Each party wants to believe the other is not withholding information.

I’ve written and taught about contracts*, ethics, and negotiations for years, most recently in the August 2016 edition of Friday With Joan and again in the article “7 Keys to Hotel Contract Success” and spoke on a webinar about contracts for Meetings Today, and for UNCC in a class (for which you can enroll for the spring semester). I’ve spoken at chapter programs for MPI, PCMA, SGMP and others. Yet, emails and calls tell me that disclosure and transparency are still not how we operate as an industry.

I speculated that it’s perhaps because:

  • Hospitality is still a “relationship industry” and with that is implied there is a belief in the honesty and integrity of those with who we partner on meetings and events.
  • It is also implied there is sufficient experience to be able to know the lingocontract terms and when to say “I don’t know” and then find out versus bluffing one’s way through a negotiation to a contract that may not make sense to you or that you may not even be able to defend if need be.
  • We want to believe in the honesty of the party with whom we are working and we don’t want to “play our hand”—that is, show what we may not know so, we believe, we can avoid being taken advantage of.
  • We don’t know what we don’t know.
  • We’re busy and don’t want to take time to ask questions or questions are discouraged, or when asked, a standard “it’s out corporate contract” (or addendum) is the response, without digging deeper.
  • Sellers put pressure on buyers to “sign now” or lose the deal, partly because many sellers and some third-parties are incented on the number of room nights booked by quarter or year-end and have quotas they must reach.

Just as I hear from colleagues, friends and strangers about ethics issues, I receive questions about contracts, often when there is a potential crisis. A recent incident led me to write this blog and to invite comments** from others in the industry.

One request for help was from a non-industry social media group moderator who, with the encouragement of the group, agreed to organize a multi-day, face-to-face meeting. Based on the expression of interest—not a much different experience than that of a corporate planner whose CEO says “Let’s put on a show,” or an association planner whose Board says, “There’s a great need for a new program on this great new idea”—the person or “meeting convener”—found and booked a hotel.

The meeting convener (not a planner, professionally) signed a hotel contract that, if you read or listened to any of the above linked information or that of others like Tyra Hilliard, was not favorable at all to the individual or group.

The convener, even though it appears the hotel may be sold out by transient and other rooms over the dates booked, may still be on the hook for upwards of $40,000. Even for an association or corporation, $40k is a huge hit!

For an individual, it could be devastating.

Here’s what I think could have been done to prevent or mitigate the outcomes and what can be done going forward by us all. Add your suggestions in the comments section of other ideas for those whose knowledge of the industry is less than yours, or for those who may have never planned an event. (If you prefer to have a comment posted anonymously, email me and I promise to keep what you say confidential and post the comment anonymously. Just please identify yourself to me).

By the hotel

  • Ask more questions about why the convener thought the number of room nights contracted was accurate.
  • Check history … though for this group there was none but still, what happened to the practice of checking, which I’ve found has gone out the window for expediency? … but I digress slightly…
  • Explain how hotels operate, how they make money, and what the financial risks were to the convener of the number of guest rooms and other provisions.
  • Provide a sliding scale of guest rooms, and based on reservations and registrations, increase as needed at a negotiated group rate.
  • Be transparent in all you say and do.
  • Negotiate an audit clause so that those who made reservations outside the group block, perhaps at a greater discounted rate, would be counted toward group pick up.

By the convener

  • Research to learn more about how meetings are held and how hotels operate, what contract provisions will be fair to both parties and what risks may be involved.
  • Charge a non-refundable pre-registration fee.
  • Explain to the group—once research has been conducted and the hotel had explained to the convener—the risks for the individual so that the burden would be shared.
  • Ask more questions to understand the clauses, financial obligations and the risk.
  • Be transparent in the information you provide and the negotiations you conduct.

I want to believe our industry is ethical and honorable. I’ve always said there are no hidden fees, just fees that we planners forget to ask about and cover contractually.

I also want to believe these points from the CMP Standards of Ethical Conduct Statement and Policy—“Maintain exemplary standards of professional conduct at all times,” and “Actively model and encourage the integration of ethics into all aspects of the performance of my duties.”—guide even those who are not CMPs, and that we all want to conduct business transparently.

Although I cannot provide exact language, I recommend negotiating something like “all terms and conditions that impact the financial and operational aspects of the event have been disclosed in the Agreement or they will not be in effect” into your contracts.

But don’t take my word—talk with an industry attorney, preferably a member of AHIA – the Academy of Hospitality Industry Attorneys.

I really do believe that ethical negotiation is not an oxymoron. Tell me I’m not delusional!

*As always, my disclaimer in reference to any contract issues: Although I am an expert witness in industry disputes, these materials are provided with the understanding that the author is not engaged in rendering legal, accounting or professional services through the distribution of the materials. If expert assistance is required, the services of a professional should be contracted.

**I’m grateful to those who were willing to respond—although I was surprised by some of the responses—and help further the conversation. I hope you’ll join in with your comments below.