Tiny Thoughts This Week
*Your goals are not big enough.
Not because you lack ambition, but because you’ve already adapted them to feel safe. Truly meaningful goals should stretch your identity, not just your calendar. If your plans don’t make you slightly uncomfortable, they’re probably designed to be approved rather than achieved.
**The best way to network is to do something interesting.
Relationships form naturally around substance. When you focus on doing thoughtful, original work — and share it openly — the right people find you. Networks built this way last longer because they’re rooted in respect, not transactions.
***If everyone likes you, you’re doing something wrong.
Disapproval triggers something ancient in us. Our brains still treat rejection as danger, as if being excluded means we won’t survive. But the rules have changed. Progress now belongs to those willing to be misunderstood.
Choosing yourself over universal approval will cost you comfort — but choosing approval over yourself will cost you meaning.
🏆 Insights This Week
🎧 Recommended Episode:
Blending Hotels and Rentals: Dart’s Bet for Group Travel at Scale
The discussion spans the evolution of Evermore, Dart’s growing portfolio across mountain and beach markets, and how the company is rethinking fundamentals like food and beverage, landscaping, and labor models. It's a deep dive into what happens when long-term vision, intentional design, and group-first thinking come together to challenge the status quo.
🗓️ Upcoming Industry Events
February 26-27 TravMedia Summit (pre-IMM Australia)
March 11 - 12 STRIVE To Thrive
March 11-12 Queensland Showcase
March 4 - 6 STRT Summit
March 19 TA Destination Australia 2026
April 24 - 25 Explore Northern Territory
May 6 - 7 AHICE (APAC HOTEL INDUSTRY EXPO)
May 10 - 14 ATE26
May 13-14 Travel Daze
September 23-24 No Vacancy
What Resignation Timing Often Reveals (An HR Perspective)
Employee exit reasons often follow predictable patterns based on when someone leaves — not just what they say in an exit interview. While individual circumstances vary, resignation timing can provide a useful diagnostic framework.
Within the First 3 Months
Commonly linked to role misalignment
Job description and actual responsibilities do not match expectations
Insufficient onboarding, handover, or probationary support
Lack of clarity around priorities, success measures, or systems
What this signals: A breakdown in recruitment accuracy or onboarding execution.
6 Months to 1 Year
Employee is familiar with role responsibilities, SOPs, and workflows
Able to operate independently and meet baseline expectations
Resignations during this phase are often linked to:
Direct manager relationship
Leadership style or communication issues
Lack of feedback, trust, or support
What this signals: A people-leadership issue rather than a role-fit issue.
1 to 2 Years
Employee understands the organisation beyond their role
Greater exposure to company culture, fairness, and decision-making
Departure drivers often include:
Misalignment between stated values and lived culture
Perceived lack of fairness or transparency
Unclear or unrealistic growth pathways
What this signals: Cultural credibility and internal mobility concerns.
3 to 5 Years
Role mastery achieved; learning curve has flattened
Work becomes repetitive or stagnant
Limited progression, skill expansion, or role evolution
What this signals: Insufficient career development, succession planning, or role redesign.
More Than 5 Years
Strong organisational knowledge and tenure
Departure often driven by:
Desire for new challenges
Industry change or personal reinvention
Fatigue from long-term role repetition
What this signals: A need for renewal pathways, second-career tracks, or lateral movement options.
Key HR Insight
Exit interviews are valuable, but resignation timing often tells a more honest story than stated reasons alone. Patterns across tenure bands provide clearer guidance on where systems, leadership, or culture require intervention.
Used consistently, this framework allows HR and leadership teams to move from anecdotal explanations to structural diagnosis and prevention.
Till next time,
Hotelier Roundup
Disclaimer: This content is carefully curated from publicly available sources and is provided for informational purposes only, while we try our best to verify all information presented, we cannot guarantee 100% accuracy or completeness.
