EVerything that shines aint always gold - AGM-Operations Capri Hospitality Management Employee Review

Corporate office gives great autonomy to GMs and doesn't micromanage (but see below). Corporate culture is improving. Salary is competitive for the area and industry. Building was generally well-maintained. Ownership generally unafraid to spend money when necessary (but see below). The owner isn't a bad guy, as owners go- I've worked with much worse. The staff I had built was incredible and I was sad to leave them. My property was in a great area and I enjoyed coming to work. I took great pride in the job and was heartbroken to lose it.

High turnover among GMs- the longest-tenured employee at the time of my departure had been in position for three years. Most don't make it to a full year before quitting or being fired. Upper management is very 'trigger happy' when it comes to firing and don't choose candidates well. Burnout and disappointment are common. Lack of advancement opportunities. The only above-hotel promotion in my time there was a lady who was good friends with the COO and who had waited 8 years for the chance. Promotions also require moving to Tucson, where the head office is located. While they typically aren't afraid to spend money, they will sometimes randomly become stingy for unknown reasons. My property needed a soft-goods refresh per Hilton brand standards and I advised the owner and COO well in advance of the deadline. I was told that we couldn't spend the money, and so lost points on my next audit due to this. Communication is lacking and often muddy. Head office insists on their requests taking priority over the needs of the hotel (infamously, they have a '4-hour policy', where their emails have to be answered in that time frame. This is regardless of the property or people's concerns. I got chewed out once over not answering an email when I had been working upstairs cleaning rooms). There is a three-way conflict between the HR director (who wants a lot of direct control over employees and is extremely...fastidious is probably the nicest way to say it), the new COO (who is more modern and culture-driven), and the owner (who is old-school and more militaristic). This creates a lot of disconnect and mixed messages, with little change being accomplished. EG- they have been floating improvements to the bonus program for two years and still haven't managed to implement them. There is a focus on building new properties to the detriment of existing ones.