Looks good on paper - Anonymous employee Hamister Group Employee Review

1.0
18 Aug 2017
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

I am not going to say my entire time here was horrible but the bad, and really bad days out weigh the few good. I formed some good friendships.

Cons

I was so excited when I started here - the information on the website makes it look like an ideal company to work for - however that is short lived. I was employed over 3 years and watched numerous good, hardworking people leave or get terminated because they didn't fit the mold. The environment is horrible, negative, morale is low and no one can change it because it stems from dealing with the CEO Mark. He is the EXACT opposite of what he portrays on the website. A down right mean, nasty person, that verbally abuses everyone that works for him. If he is nice to you, either your an investor or it is simply an act! I witnessed (and was subjected to) him screaming and swearing directly at people because they didn't do what he "thought" should be done. More times than I care to admit, I had to say I was wrong, when in fact I wasn't, just so I didn't have to deal with his backlash. We often did things without his knowledge just to get them done because if he was involved it never got done. It took months for me to mentally recover from my time here. It takes forever to get anything accomplished, priorities change constantly and there is limited communication from department to department, everyone works in silos. As I said I worked here over three years and when I left, things I had started in my first year were still unfinished.

Explore other reviews about Hamister Group

5.0
27 Dec 2024
Recommend
CEO approval
Business outlook

Pros

People, growth, opportunity, location, Work From Home opportunities

Cons

Always some cons for different people but good out weighs the bad

1.0
6 Oct 2024
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

• Competitive Salaries for GMs: Hamister Group offers competitive compensation packages for General Managers.

Cons

1. Incompetent Area Managers: The leadership from the Area Managers is notably lacking, providing little to no effective support or guidance to the hotel properties. This incompetence results in a lack of strategic direction, leaving General Managers to navigate complex problems without proper oversight or assistance. 2. Nepotism and Inexperienced Leadership: The CEO, having inherited the company, demonstrates a clear lack of expertise in managing hotel operations. This has resulted in decisions that reflect more self-interest and entitlement than sound business strategy. His use of position and authority to bully new management only exacerbates the challenges faced by the properties. 3. No Accountability for Historical Failings: New management teams are forced to clean up years of neglect and mismanagement, including corruption and illegal activities. Despite these systemic issues, there is a conspicuous lack of accountability within the company, as the CEO and executive team fail to address the root causes or implement corrective measures. 4. Incompetent Asset Department: The Asset department shows a glaring deficiency in its role, often making poor decisions that negatively impact the properties’ financial and operational performance. Their oversight fails to address ongoing issues, which continue to degrade property value and guest satisfaction. 5. Poorly Executed Renovation Projects: The company’s habit of hiring substandard renovation firms leads to subpar property improvement projects. These renovations not only fail to meet brand standards but also result in excessive downtime and operational disruptions, further contributing to the properties’ declining reputation and performance. 6. Lack of Support for Failing Properties: Properties inherited by new General Managers often come with a backlog of problems, including operational, financial, and compliance failures. Rather than providing the necessary support to turn these properties around, upper management tends to blame new employees, creating a toxic work environment and unrealistic expectations.

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