The role of the travel manager has evolved considerably in
recent years. Changes in the way we work—driven by hybrid and remote working—have
brought new complexities to travel programs. Business travel is no longer
simply about managing logistics and cost control. Instead, it is now a
strategic function that impacts employee satisfaction, ESG goals, company
culture, and even talent retention. As organizations recognise the significant
value that well-structured travel programs can bring, travel managers are
increasingly gaining a seat at the boardroom table.
Today, business travel is seen as more than just a business necessity integral
to profitability, but also a chance to connect employees and grow company
culture at a time when many employees work remotely. But business travel is
also often viewed as a benefit, particularly by younger generations entering
the workforce.
A well-designed travel program can serve as a powerful tool
for retaining and attracting new talent, as well as fostering employee loyalty.
Organizations are now looking beyond traditional travel management strategies
to implement innovative programs that align with their corporate values,
support employee wellbeing, and drive business growth.
A survey conducted by TravelPerk found that 76 per cent of
Gen Z employees say business travel influences their decision to stay with
their employer. With remote work reducing in-person interactions, companies
must find new ways to cultivate a sense of belonging and team cohesion.
Business travel can play that crucial role in promoting collaboration,
networking and professional development—key factors that younger employees
value in their careers.
Travel as a Tool for Employee Engagement
In 2024, Millennials and Gen Z employees represented the
largest segment of business travellers, and around half of each group expected
to travel for work. Moreover, nearly half have extended their business trips
for leisure purposes, according to Statista. The rise in ‘blended’ trips
underscores the changing expectations of employees, who seek more flexibility
and work-life balance in their professional lives. Not all companies are taking
advantage of the opportunity to extend leisure travel opportunities to their
employees, and those that aren’t could be missing out on a key talent retention
trick.
As employee expectations evolve, so too must corporate travel policies. The
role of the travel manager is no longer confined to cost control and itinerary
planning. Today’s travel managers develop programs that not only optimize
return on investment but also enhance the employee experience, support
sustainability initiatives, and align with company culture.
A well-structured travel policy caters to the needs of a
diverse workforce while maintaining flexibility by incorporating personalization,
flexibility, sustainability, and community building. Personalization enables
employees to tailor their travel experiences to suit their preferences and well-being
needs, while flexibility allows for alternative arrangements such as remote
work locations or extended stays. Sustainability is promoted by encouraging
greener choices, such as opting for train travel over flights or participating
in carbon offset programs. Finally, community building leverages business
travel as an opportunity to strengthen connections among remote employees. By
embracing these principles, travel managers can transform business travel from
a routine obligation into a key driver of employee satisfaction and engagement.
Positioning Travel Programs as a Business Asset
The expansion of the travel manager role reflects a broader
trend toward creating workplaces that prioritize sustainability, wellbeing and
inclusivity. In a remote-first world, fostering community engagement and
promoting a balanced lifestyle is more important than ever.
Travel managers have an opportunity to showcase additional
value by designing programs that directly contribute to talent attraction,
employee loyalty, and overall workplace satisfaction, while also supporting
broader company goals. A modernized corporate travel program can serve as a
strategic asset by enhancing the employee experience through personalized
preferences, added-value perks, and leisure travel incentives; promoting
sustainability with policies that encourage eco-friendly travel options and
responsible tourism; and supporting diversity and inclusion by ensuring travel
policies accommodate employees with varying needs, including those with
disabilities or caregiving responsibilities.
Corporate travel programs are no longer just about getting
employees from point A to point B. They are a reflection of a company’s values
and a crucial component of a thriving organizational culture. As the role of
the travel manager continues to expand, those who embrace this evolution will
help their companies retain talent and stay competitive in a rapidly changing
business landscape.
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