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Newsweek
4 days ago
- Entertainment
- Newsweek
Key Reason Mom Lets Kids Run Around Loudly in Hotel Room Goes Viral
A video about a mom's practical hotel tip for traveling with small children has gone viral on YouTube. "This is why we always ask for a room on the second floor," reads the text overlay in the video posted to YouTube by Kelsey (@kelsewhatelse), which has garnered over 2.9 million views since it was shared on July 14. The clip shows a small child bouncing inside a hotel room, a visual that perfectly matches the mom's advice. "When we stay in a hotel, we always ask if there's a room available on the second floor because little kids are hardwired for movement," the mom says in the video. "And I'm more likely to be able to say yes, you can hop if they're hopping over the breakfast area or the lobby rather than hopping over someone else's hotel room. So, when you check into a hotel with little kids, ask if they have a room on the second." That courtesy may go a long way in the hospitality industry, where guest satisfaction is paramount. According to the 2025 State of the Industry report by the American Hotel and Lodging Association (AHLA), cleanliness and noise levels remain top concerns for hotel guests—often outweighing even price and location. The YouTuber's parenting tip offers a considerate compromise between children's developmental needs and fellow guests' comfort. The mom elaborated on her strategy in a caption accompanying the post. "When we stay in a hotel with little kids, we try to be as courteous and kind to our neighbors as possible," she wrote. "But little kids aren't going to change their developmental needs just because we're in a hotel. Kids need to move. Have you ever seen a toddler walk? They don't walk, they hop. They roll. They skip and scoot. Their brains need this kind of movement, and their brain is telling them they must move this way. Their developmental needs don't care if they're in a hotel." She explained that a second-floor room is often situated above communal areas like pools, lobbies or restaurants, rather than over another guest's room. "We even go the extra mile to walk the bottom floor to confirm that we are indeed not over a first-floor room," the mom added. She advises putting this request in at the time of booking or calling ahead to inform the front desk about why you want a room on the second floor, so they're more likely to be able to meet your request. The strategy has apparently also been praised by hotel staff. "The hotel workers always seem to appreciate that we are being thoughtful towards the other guests with our request," the YouTuber wrote in the caption. "It doesn't always work out this way, and if we end up on another floor we do our best to get their wiggles out outside or in the lobby before we get to the room. Hotels are built to withstand noise, so you don't have to worry too much about it, but we do like to be as courteous as possible." The mom also offered additional insights for keeping peace in shared spaces, especially in the early hours. "When our kids wake up at 6:00 a.m., we get them out of the hotel room. Because we all know little kids aren't exactly quiet and they don't care what time of day it is," she wrote in the caption. "We go hang in the lobby or go for a drive. Or if we have to stay in the room, we put on a movie or let them play on their tablets or read books to them to keep them quiet for the other guests." Newsweek has contacted the original poster for comment via email. This video has not been independently verified. A stock image of a family at a hotel check-in desk. A stock image of a family at a hotel check-in desk. Getty Do you have a travel-related video or story to share? Let us know via life@ and your story could be featured on Newsweek.
Yahoo
12-07-2025
- Business
- Yahoo
US hotels offer more careers, face fewer workers
Over the past four years, U.S. hotels have steadily rebuilt their workforce, recovering more than 467,000 jobs lost during the peak of the Covid-19 crisis. By 2024, direct hotel employment exceeded 2.15 million—slightly higher than forecast—and total wages paid surpassed $125 billion. Yet while employment figures continue to rise, the hospitality sector still faces a chronic staffing shortfall that shows little sign of abating. Despite improved recruitment numbers and higher overall compensation, the hotel industry remains under pressure to attract and retain talent. The American Hotel & Lodging Association (AHLA) estimates that 2025 will see the sector add over 14,000 direct jobs, bringing total employment to 2.17 million. However, that still lags behind pre-pandemic benchmarks. More concerningly, nearly two-thirds of hoteliers continue to cite staffing as a major challenge, even as demand for travel and accommodation surges. This dual trend—historic career opportunities on the one hand, persistent worker shortages on the other—defines the present and future of hotel employment in the United States. The hospitality industry is experiencing a sustained upswing in demand, driven by increased leisure travel, rising business events, and growing consumer confidence. Yet the labour market has failed to keep pace. Many former hospitality workers exited the industry during the pandemic, seeking jobs in other sectors offering remote work, higher pay, or more stable hours. The result is a limited labour pool for employers who must now compete not only with one another but with a broader range of industries. A December 2024 AHLA-Hireology survey revealed that 64.9% of hoteliers are still experiencing staffing shortages. In response, the sector has embraced new talent acquisition strategies. Nearly half of hotel employers (47.5%) are increasing wages to attract staff, while others are offering flexible scheduling (19.6%) and employee perks such as hotel discounts (13.4%). These strategies are part of a wider trend towards improving the perception of hospitality careers, particularly among younger workers. But filling vacancies remains a persistent hurdle, especially in roles such as housekeeping, food service, and maintenance—positions that are often labour-intensive and less flexible. Despite its staffing challenges, the hotel industry continues to offer one of the most dynamic paths for career growth. According to job search platform Indeed, hotel housekeeping ranks among the top 12 roles in terms of upward mobility, with many workers able to progress into supervisory or management roles within a few years. A significant number of hospitality leaders began their careers on the front lines, highlighting the potential for internal promotion and long-term advancement. In fact, 72.1% of industry professionals surveyed believe that opportunities for career progression are either stronger than ever or have remained steady since the pandemic. The AHLA Foundation plays a central role in developing the industry's talent pipeline. Through targeted recruitment programmes, scholarship funding, and on-the-job training, the Foundation has supported more than 45,000 hospitality workers. Since its creation, it has reinvested nearly $44 million into career development initiatives designed to help employees thrive in hospitality. These efforts are essential not only for individual career growth but also for building a sustainable future for the industry. As the workforce evolves, programmes that foster skills development and career longevity will be critical in addressing long-term employment needs. To address the workforce gap, hotel operators are expanding their efforts beyond traditional hiring practices. Many are partnering with local workforce development agencies, community colleges, and high schools to introduce students and jobseekers to hospitality careers. Others are investing in employer branding and storytelling to highlight the diversity and flexibility of roles available—from front-desk management to culinary arts, marketing, and engineering. Retention remains as important as recruitment. While wage increases help, today's workers are also looking for inclusive workplaces, mental health support, and clear career pathways. Employers that provide structured training, recognition programmes, and leadership development are more likely to retain top talent. Automation and technology also play a role in easing workforce burdens. Hotels are investing in tools that streamline guest services, allowing limited staff to operate more efficiently. However, the personal touch remains integral to the hospitality experience, meaning that human capital will remain at the heart of the industry for years to come. Looking forward, employment in the hotel sector is expected to continue its gradual upward trajectory. Forecasts suggest total compensation in 2025 will exceed $128 billion, a 2.13% increase over the previous year. While this represents real progress, it's clear that solving the workforce puzzle will take more than just time—it will require investment, innovation, and a renewed commitment to people. "US hotels offer more careers, face fewer workers" was originally created and published by Hotel Management Network, a GlobalData owned brand. The information on this site has been included in good faith for general informational purposes only. It is not intended to amount to advice on which you should rely, and we give no representation, warranty or guarantee, whether express or implied as to its accuracy or completeness. You must obtain professional or specialist advice before taking, or refraining from, any action on the basis of the content on our site. Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Travel Weekly
08-07-2025
- Business
- Travel Weekly
Hotel associations praise Trump's Big Beautiful Bill
U.S. hotel industry associations have praised the signing of President Trump's One Big Beautiful Bill Act, citing provisions that they say will help small-business operators. The American Hotel & Lodging Association (AHLA), which represents more than 32,000 lodging properties nationwide, issued a statement in support of the reconciliation package, which the group says will "prevent major tax increases on both hotel employees and businesses." The legislation makes permanent the Small Business Deduction under Section 199A, which the AHLA said is crucial for hotel owners who operate as small businesses under licensing agreements with national brands. The expiration of this deduction would have significantly increased taxes for these operators. The bill also permanently extends 100% bonus depreciation and expanded business interest deductibility, which the AHLA said will incentivize capital improvements and property modernization. Additionally, the legislation preserves Like-Kind Exchange provisions under Section 1031, enabling real estate owners to defer capital gains taxes when purchasing replacement properties. The Asian American Hotel Owners Association (AAHOA), which represents nearly 20,000 U.S. hoteliers, echoed the AHLA's support, with AAHOA chairman Kamalesh Patel calling the bill "a strong step in the right direction for hotel owners and the broader small-business community." According to AAHOA CEO Laura Lee Blake, AAHOA members own more than 60% of hotels in the U.S.
Business Wire
08-07-2025
- Business
- Business Wire
Atrium Hospitality Launches AtriumRISE Training Program to Encourage Advancement in Hotel Leadership
ALPHARETTA, Ga.--(BUSINESS WIRE)--Atrium Hospitality today announced the debut of AtriumRISE, our company's Hotel General Manager Development Program. Seven Assistant General Managers are participating in the nine-month leadership training, which builds on the success of Atrium's WomenRISE program launched last year. Members of AtriumRISE's inaugural class represent multiple hotel brands from across Atrium-managed hotels in Arkansas, Florida, Iowa, Oklahoma and Texas. AtriumRISE kicked off in June, and program coursework will culminate in March 2026. Alpharetta, Georgia-based Atrium Hospitality is one of the nation's largest hotel operators. Our company manages a portfolio of 74 hotels, representing well-known brands such as Hilton, Marriott, IHG, and Wyndham, in 25 states. Atrium operates approximately 19,000 guest rooms/suites and 2.8 million square feet of event space. 'AtriumRISE supports participants' aspirations to level up in their hotel careers." Share According to Anneliesse Cooper, Chief Human Resources Officer, Atrium Hospitality, AtriumRISE candidates were selected during Atrium's portfolio-wide annual talent review. Program participants were invited based on their interests in pursuing a Hotel General Manager role, ability to relocate, and readiness to take the next steps in their career journeys. 'AtriumRISE supports participants' aspirations to level up in their hotel careers,' said Anneliesse. 'We learned a lot from conducting our WomenRISE training program last year, and we've applied those meaningful insights to the development of AtriumRISE. While WomenRISE emphasized building female participants' confidence and visibility, AtriumRISE aims to enhance class members' engagement with robust program content spanning hotel operations and leadership skills development, including free access to paid resources and tools.' Over a nine-month training schedule, AtriumRISE participants will: Register for the American Hotel & Lodging Association (AHLA) Lodging Manager Apprenticeship Program, providing them access to AHLA's online resources as well to the ability to earn a certification upon completion. Utilize Atrium's internal learning library for developing their leadership proficiency, including access to a leading university's subscription-based online course offerings. Receive support from assigned mentors and instructors. Learn more about hotel Key Performance Indicators (KPIs) and how to successfully manage performance against a balanced scorecard tool. Receive 360-degree assessments identifying their strengths and areas for development. Build their networks among Atrium leadership through enhanced visibility. Prepare to confidently pursue a Hotel General Manager role. Committed to Boundless Career Journeys Atrium Hospitality's six core values of Service, Perseverance, Inclusion, Respect, Innovation and Teamwork guide the Atrium SPIRIT for creating a welcoming environment for all, nurturing personal ambitions, inspiring professional opportunities, and being a responsible community partner. Atrium Hospitality's valued Associates are part of an extended family, united in the shared pursuit of service excellence. A career with Atrium Hospitality is a boundless journey enriched by appreciation and teamwork, as well as travel incentives. Go to Your Career at Atrium Hospitality's website to find out more about professional opportunities at our company's national management portfolio. About Atrium Hospitality Atrium Hospitality is ranked as one of the nation's largest hotel operators. Headquartered in Alpharetta, Georgia, the company manages a portfolio of 74 hotels in 25 states, representing well-known brands such as Hilton, Marriott, IHG, and Wyndham, among others. Atrium operates approximately 19,000 guest rooms/suites and 2.8 million square feet of event space. Atrium Hospitality's six core values of Service, Perseverance, Inclusion, Respect, Innovation and Teamwork guide the Atrium SPIRIT for creating a welcoming environment for all, nurturing personal ambitions, inspiring professional opportunities, and being a responsible community partner. Atrium is conserving the planet's natural resources and being more efficient in support of the company's commitment to sustainability, all while providing exceptional guest experiences. In 2024, Atrium Hospitality added another Atlanta Top Workplaces win to the company's accolades and celebrated being recognized for the third time by The Atlanta Journal-Constitution. Atrium supports a range of civic and community activities, and Atrium-managed properties nationwide are proud to take part in Project SEARCH, a school-to-work program for students with intellectual and developmental disabilities. For more information about Atrium, visit
Forbes
03-07-2025
- Business
- Forbes
Two Influential Women Hospitality Leaders Talk Shop
Women make up the majority of the hospitality industry. getty Women have played a vital, albeit often overlooked, role in the hospitality industry since its early days. Initially, they were primarily employed in roles like innkeepers, serving food and making beds. Throughout history, they have gradually expanded their roles, working in various aspects of the industry, including management and leadership. While women still face some challenges in reaching top leadership positions, known as C-suite levels, their contributions have been significant in shaping the industry. Two female leaders in the industry recently offered their opinions concerning the outlook for women in hospitality: Rosanna Maietta brings a wealth of experience to the industry. AHLA Having previously served as president & CEO of the AHLA Foundation and executive vice president of communications and public relations of AHLA, Maietta brings a deep knowledge of AHLA's mission, operations, financials, and people, and has solid relationships with AHLA's key stakeholder groups, including members of the AHLA board and Foundation board of trustees. Here's what I love about our industry—and what makes it so different from so many others—you don't necessarily need a formal four-year degree to build an incredible career. What you DO need is training, and you need to be intentional about it. Hospitality is exactly what it sounds like—it's about people and service. Those skills can be learned, and some of the best leaders I know started in entry-level positions and worked their way up. Whether or not you have a hospitality degree, you need to be deliberate about your development and advocate for yourself. Seek out mentorship. Take advantage of training programs—whether that's through your company, industry associations like AHLA, or programs like what we offer through the AHLA Foundation. The ForWard initiative, for example, is an incredible platform for networking, leadership development, mentorship, and supporting the growth of women leaders in our industry. If you work hard and are passionate about service, there's a path for you. And our job is to make sure women see those paths and feel supported in pursuing them. What are the skills required for the hospitality industry? Hospitality is an industry of people and service. Fundamentally, it's about human connection and taking care of people. When we create environments where our teams feel valued and empowered, that's when we deliver truly exceptional experiences for our guests. And while people skills are the most critical component of the job, there's much more too it. You need to be a problem solver. Great hospitality professionals don't just fix problems; they anticipate them and create systems to prevent them. Business acumen is critical, especially as you move into leadership roles. You need to understand revenue, labor costs, and think strategically about market positioning and operational efficiency. Our industry is being transformed by technology—you need to be increasingly tech-savvy. From AI-powered customer service advancements to sophisticated property management systems, you need to understand how technology can enhance the guest experience and improve operations. It's one of the coolest and most innovative industries you can join, with hundreds of career pathways. It's not just a job, it's a lifelong career and AHLA and the AHLA Foundation are here to help assist people in that journey. Cooper has more than 25 years of experience in the hotel industry. Atrium Hospitality Anneliesse Cooper, Chief Human Resources Officer, Atrium Hospitality With more than 25 years of experience in the hotel industry, Cooper focuses on Atrium Hospitality's core values and company culture as she partners with the company's leadership team to drive talent strategies that support the successful execution of organizational objectives. She joined Atrium Hospitality in April 2022 as Senior Vice President, Human Resources. She advanced to Chief Human Resources Officer in December of that year. Cooper promotes a culture of leadership excellence that attracts and develops best-in-class talent, therefore facilitating both individual as well as organizational growth. Describe the goals and progress of the WomenRISE Program. With the kickoff of Atrium Hospitality's WomenRISE Program in 2024, our company focused on the development of women General Managers by providing mentorship, resources and growth opportunities to support them in successfully navigating their career journeys. Consensus among WomenRISE class participants, instructors and mentors is that the investment in time and resources for the nine-month program was well worth it. Feedback from program graduates revealed improved preparedness and self-confidence for taking the next steps to achieve their career goals. What more can be done to even the playing field for women hoping to advance to the C-suite level? While leadership training programs, mentorship and advocacy are becoming more popular with hospitality companies for leveling the playing field for women, potential candidates' growth mindset is also a factor that can influence their advancement to management and the C-suite level. Mentors and advocates can encourage hospitality professionals to go for next-level opportunities, but candidates must decide for themselves when to take the leap to broaden their presence and responsibilities within an organization. What education and training should women consider who are trying to advance within the hospitality industry? When it comes to education in the hospitality industry, women are winning in this space. In fact, women make up about 70% of hospitality graduates today. Additionally, most hospitality managers overall are women. The majority of hospitality C-suite level leaders started in hourly roles in the industry, and most worked in several different departments or functions of the business throughout their careers. While today's emerging leaders will likely not have to travel the same career paths as those who went before them, there are still core lessons they can take away from those examples. Emerging leaders need to find a hotel department or role that they're passionate about, where they can build their skills and really shine; learn from their colleagues; seek guidance from knowledgeable mentors; and when presented with an opportunity to broaden their exposure to other areas of hotel operations, take it. In any business, performance and results are table stakes, but what will differentiate emerging leaders is intentionally cultivating their own leadership styles that demonstrate a willingness to be a lifelong learner, the desire to connect with people authentically, and the ability to inspire others to action. Throughout my 25-year hospitality career journey, I've had many mentors that helped me along the way and great bosses that supported my growth by challenging me and giving me the autonomy to make decisions. I'm grateful for their support, which bolstered my own confidence to make personal choices to go for next-level opportunities, including the C-suite level. 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