Editorial Board   Guest Author

Mr. Watson

Scott Watson

Executive Vice President of Sales & Marketing, M3 Accounting + Analytics

Scott Watson graduated from the University of Arkansas and has since built a direct sales, sales management, and sales and marketing career that has spanned three decades focused specifically in the financial software and technology industries.

Mr. Watson finds tremendous value in matching the needs of hoteliers to the solutions and resources provided by M3. This approach allows M3 to help their customers succeed by driving financial performance, visibility and transparency.

Mr. Watson leads M3's sales and marketing teams in an effort to achieve short-term objectives and increase awareness of the M3 brand, while working as a member of the executive team to help develop long-term strategies that will ensure M3's continued growth and expansion as a global company. Since joining the company, M3 has realized consistent record growth and the customer base has grown by almost 100%.

As Executive Vice President Sales and Marketing for M3, Mr. Watson has been happy to accept invitations to participate as a panelist at The Americas Lodging Investors Summit (ALIS), to speak on the value of hosted technology solutions at HITEC (The Hospitality Industry Technology Exhibition and Conference) and to sit on the Advisory Board for Missouri State University's College of Hospitality Leadership.

Mr. Watson is currently spending time in the U.K. in preparing M3 for their global launch. Mr. Watson's time at the University of Arkansas coincided with the last two years of Lou Holtz's tenure as Head Football Coach. One of Mr. Watson's favorite quotes comes from Coach Holtz. “Ability is what you're capable of. Motivation determines what you do with those abilities. Attitude determines how well you do it."

Mr. Watson can be contacted at 770-531-3730 or Scott@m3as.com

Coming up in March 2020...

Human Resources: Confronting a Labor Shortage

With the unemployment rate at its lowest level in decades (3.7%), what has always been a perennial problem for human resource professionals - labor shortage - is now reaching acute levels of concern. It is getting harder to find and recruit qualified applicants. Even finding candidates with the skills to succeed in entry-level positions has become an issue. In addition, employee turnover rates remain extremely high in the hotel industry. As a result of these problems, hotel HR managers are having to rethink their recruitment strategies in order to hire the right talent for the right job. First, hotels have been forced to raise their wages and offer other appealing perks, as a way to attract qualified candidates. Secondly, HR managers are reassessing their interviewing techniques, focusing less on the answers they receive to questions and more on observable behavior. Part of this process includes role-playing during the interview, so that the recruiter can gauge how a candidate works through specific problems and interacts with other team members. Additionally, some HR managers are also creating internal talent pools as a way to address labor shortages. Instead of utilizing department resources to find new hires with specific skills for needed positions, hotels are cultivating talent pools internally and preparing their employees to assume leadership roles whenever the time comes. They are also placing greater emphasis on a company culture that is more performance-based, as a way to curb employee turnover, increase employee satisfaction, and assure higher levels of customer service. Finally, recognizing the importance of employee retention as a way to lessen the impact of a tight labor market, some HR managers are instituting generous reward programs in order to retain their top performers. The March Hotel Business Review will explore what some HR professionals are doing to address these and other issues in their departments.