2023-06-30-GBTA-2023年企业差旅经理报告_76页_2mb

Overview: This report examines the life and times of corporate travel managers, based on a survey of travel managers in the US, Canada, and Europe. Key findings include high job satisfaction, compensation trends, gender diversity, evolving role responsibilities, and program structures, influenced by the COVID-19 pandemic.

Compensation: US travel managers expect a 3.5% pay increase to a median of $117,500, while EU managers expect a smaller 1.9% raise to €70,000. However, compensation growth lags inflation, potentially reducing purchasing power. US-based managers at high-spend programs earn more, and experienced managers show confidence in raises.

Demographics: Seven in ten travel managers are women, with slightly higher representation in Europe. Only 11% identify as underrepresented minorities. Men are overrepresented in large programs, suggesting potential pay disparities. Entry paths to the field are shifting, with less emphasis on supplier experience and more on procurement or finance roles.

Career Satisfaction: Over 89% of travel managers "like or love" their careers, with good work-life balance (80-85%). Job satisfaction is high, but the net promoter score is negative, indicating mixed recommendations for entry. A majority (69%) prioritize salary increases or promotions in the next three years.

Responsibilities and Roles: Travel managers enjoy supplier negotiations and TMC management but dislike sustainability and risk tasks. Most work on various aspects (e.g., policies, technology), with staff often being jacks-of-all-trades or specialists depending on program size. About half are open to switching jobs, often for better roles or companies.

Program Structure: Average staff numbers are similar to pre-pandemic, with roles housed in Procurement, Finance, or HR. Larger programs employ more full-time travel managers in dedicated roles. Global programs are structured centrally, regionally, or fully decentralized, with significant regional variations in staffing and focus.

Pandemic Impact: COVID-19 increased visibility of travel managers, solidifying their role in balancing business needs with health policies. Job market shifts reflect new entry trends, and many programs maintain lean staff despite heightened importance.