Earnings Preview: Wyndham Worldwide Corp.

Wyndham Worldwide Corp. (WYN) is expected to report Q4 earnings Tuesday with a conference call scheduled for 8:30 a.m. ET.

Guidance

Analysts are looking for a profit of 46c on revenue of $1.07B. The consensus is 44c to 47c for EPS, and revenue of $1.10B to $1.05B, according to First Call. In December, the company said it expects 2007 EPS of $2.02 to $2.13 on revenue of $4.34B to $4.45B vs. First Call consensus of $2.11 and $4.39B. Also, it sees 2008 EPS of $2.23 to $2.38 on revenue of $4.8B to $4.9B vs. First Call consensus of $2.31 and $4.85B. Wyndham said it expects Q1 EPS of 30c to 35c vs. First Call consensus of 34c.

While the lodging sector has enjoyed steady growth on demand, and limited construction of new hotels, growth rates have now slowed due to the softening U.S. economy and increased hotel supply. Wyndham believes it is well positioned because of its businesses that appeal to retirement-age Americans who have more time and money to spend on hotel rooms. The company expects its bargain hotel chains to be more stable during an economic downturn, as travelers look to save money.

Analyst Views

Goldman Sachs expects Q4 results for lodging stocks to be "toward the lower end of expectations" with little potential for upside surprises, and expects companies to broadly lower 2008 guidance. Declining fundamental sector drivers, including decelerating demand and increasing supply growth, coupled with challenging capital markets and increasing concerns of a U.S. recession, could weigh on the shares. They believe Wyndham is less exposed to business travel, and is in the midst of a multi-year turnaround, which could result in potential upside. Goldman expects that Wyndham will better weather the weakening economy than its competitors since a significant amount of their profits are not dependent on hotel-level profitability.

Comments

[Dr.Thomas E...:]

Dear BOD,

I am concerned about the Wyndham declining stock price and the employee turnover in the Wyndham Worldwide Vacation ownership marketing and sales departments. Over the last year, the average length of employment has been four months. Since an employee's first two months are spent learning the product and service, we only benefit from an average of two months of steady work. Clearly, we must find a solution to this problem. As time moves forward, Inflation and Inducement costs put a major strain on the Wyndham company general assets.

First of all, I suggest that when interviewing applicants, recruiters be very specific about the type of commitment we expect from our employees. Let the applicants know that we only want to hire those who can make at least a one-year commitment to the company. Also, perhaps we should consider how stable an applicant's employment history has been. Secondly, I would consider a “3,5,7 yr vesting schedule” inside the Wyndham 401K, which in turn would provide golden handcuffs on key producers as well as reduce the future inducement cost, etc. Lastly, I would introduce 21st century comprehensive planning tools into the Wyndham vacation ownership employee marketing and sales training classes. Please contact me @[e-mail] for more detail.




Sincerely,


Thomas E. Martin III, PhD
Martin Consulting

2008 Apr 09 01:05 AM

[Dr.Thomas E...:]

I am concerned about the Wyndham declining stock price and the employee turnover in the Wyndham Worldwide Vacation ownership marketing and sales departments. Over the last year, the average length of employment has been four months. Since an employee's first two months are spent learning the product and service, we only benefit from an average of two months of steady work. Clearly, we must find a solution to this problem. As time moves forward, Inflation and Inducement costs put a major strain on the company general assets.

First of all, I suggest that when interviewing applicants, Wyndham recruiters be very specific about the type of commitment we expect from our employees. Let the applicants know that we only want to hire those who can make at least a one-year commitment to the company. Also, perhaps we should consider how stable an applicant's employment history has been. Secondly, I would consider a “3,5,7 yr vesting schedule” inside the Wyndham 401K, which in turn would provide golden handcuffs on key producers as well as reduce the future inducement cost, etc. Lastly, I would introduce 21st century comprehensive planning tools into the Wyndham vacation ownership employee training classes. Please contact me @ [e-mail] for more detail.

Sincerely,

Thomas E. Martin III, PhD
Martin Consulting

2008 Apr 09 01:11 AM

[Dr.Thomas E...:]

Suitability Vacation Ownership Marketing and Sales Example:

Medical Exam vs. Vacation Ownership Analysis

Medical Checkup Vacation Ownership Checkup

Medical History Fact Finding
Symptoms Goals and Concerns
Tests Vacation Calculations
Diagnose the Problem Diagnose the Need
Prescribe Treatment Suggest Solutions
Follow up Review

Vacation professionals should follow the same method of inquiry and resolution as medical professionals.

* Doctors ask for a medical history -
Vacation professionals gather facts
* Doctors observe and record symptoms -
Vacation professionals record client’s concerns and goals
* Medical Tests are performed -
Vacation calculations are performed
* Doctors diagnose the problem -
Vacation professionals help determine needs and wants
* Doctors prescribe a treatment -
Vacation professionals present a solution
* Patients return to the doctor for a follow up Vacation professionals periodically review their client’s situation

Created By,
Thomas E. Martin III, PhD (09/11/2008)


INTRODUCTION TO CHANGE

SKILL TRANSFER LOGIC EXERCISES FOR LEARNING TO IMPACT THE PRIVATE BUSINESS OWNER AND AFFLUENT AND NON AFFLUENT MARKETS.



This overview is the initial level of the scheme and is very much aimed at the mentors and new hire trainers employed in banking and investments and insurance and real estate and timeshare sic codes.

AIM

The outline is aimed at the mentors and trainers who are attempting to market and sell needs based products and services to the private business owners and affluent and non affluent consumers. The logic system aims to provide each new and existing employee with a body of knowledge and practical expertise that has proven to enable employees to progress into the private business owner sic codes as well as reach new customers.

OBJECTIVES

1. To give the employee a very basic understanding of the principles on which the logic system is based.


2. To ensure that the employee understands the principles and fundamentals of the logic system.


3. Business Owners and Employees will have a full understanding of the safety and precautions when presenting the logic system.


4. To give to employees a working knowledge of the rules so that he or she does not misrepresent the products and services.


5. To ensure the employee is familiar with the basic principles of the logic system as they apply to the private industry and affluent consumers.


BASIC TEACHING PRINCIPLES

In business training, all mentors and trainers are to an extent teachers and the principle used by the teacher to produce an environment for learning, effectively impart information and produce meaningful and result-producing activity have much to commend them.


EFFECTIVE DESCRIPTION

Many trainers and mentors use their enthusiasm to convey their knowledge can easily over-elaborate their description of the business products and services to the public and private sectors. WARNING The enthusiasm as well as the emotion could easily trick the consumers to make an unsuitable purchase based on the consumers monthly budget.


RE-INFORCEMENT AND ENCOURAGEMENT

Nothing puts a new hire and existing employee off more than being told, “Don’t do this, or don’t do that!” or emphasizing what they are doing wrongly. Be a positive mentor or trainer and back this attitude up by positive re-inforcement – “Do this, and do that,” is much more encouraging and confidence building for an employee. Put emphasis on what they are doing correctly. Praise brings far more results than criticism.

Example: REAL ESTATE & TIMESHARE POINTS (SUITABLILITY MATCH/FIT CLOSE NEW SOLUTION PRESENTATION).
1. Meet and Greet
2. General Warm-up
3. Specific Warm-up
4. Overview
5. Trouble Shoot for cash flow problem areas
6. Budget
7. Cash Flow management skills
8. Asset – Liability = Net Worth ( DEED Vs. RECIEPT )
9. Net Worth + or - = Personal Choice.
10. Timeshare Points lodging ownership plan.
11. Rent Vs. Own use Life Expectancy Chart & CPI Inflation Chart
12. Commitment = Break The Financial Hardship Cycle.
13. Suitability Close =Match DEED or UDI to the consumers Budget. This system protects the consumers as well as reduces the loan default rates. Find the “set point” budget number for the consumer and help the consumer work upward as time moves forward. CHANGE=The current mentors teach reps top heavy emotion selling techniques. They teach the reps to sell from the top loan package downward! We must change the system in order to stabilize our economy!!!

… 2006 Copyright@Martin Consulting DBA Thomas E. Martin III, PhD

2008 Oct 13 04:28 PM