Travel + Leisure Co.

HQ
Orlando, Florida, USA
10,001 Total Employees
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Travel + Leisure Co. Company Culture & Values

Updated on January 12, 2026

This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.

What's the company culture like at Travel + Leisure Co.?

Strengths in a people-first ethos, supportive teamwork, and structured development are accompanied by pockets of sales intensity, demanding frontline schedules, and stability concerns from reorganizations. Together, these dynamics suggest a generally positive culture with visible inclusion and growth mechanisms, while day-to-day experience varies by role, site, and leadership.
Positive Themes About Travel + Leisure Co.
  • People-First Culture: The company frames work around a people-first mission of putting the world on vacation with culture pillars of care, fun, opportunity, and impact. Associate-led Diversity Resource Groups and inclusive programs are positioned as central to how teams operate.
  • Collaborative & Supportive Culture: Employees describe a positive, supportive, and collaborative atmosphere where colleagues feel like family and departments work in unity. Many highlight a willingness to help, a sense of belonging, and pride in the impact on travelers.
  • Learning & Knowledge Sharing: Structured development such as Destination U, career pathing, mentorship, leader shadowing, and tuition reimbursement indicate a strong focus on continuous learning. Regular evaluations and coaching channels are used to support growth and development.
Considerations About Travel + Leisure Co.
  • High-Pressure & Micromanaging Culture: Sales and marketing teams in vacation ownership are characterized as high-pressure, quota‑driven environments with aggressive targets and stress. Experiences vary by team and site, with some units feeling intense day-to-day performance demands.
  • Workload & Burnout: Resort operations and customer-facing roles can involve weekends/holidays, heavy metrics, and demanding schedules, with some locations citing limited flexibility. Certain frontline environments note workload and environment concerns compared with corporate roles.
  • Change Fatigue & Ineffective Decision-Making: Periodic reorganizations and occasional layoffs are described as undercutting the people-first message in some areas. Such shifts contribute to uneven experiences across business units.
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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.
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