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.