Pros
~Revenue Manager is very knowledgeable.
~Human Resources utilize great tools.
~Indianapolis hotels do well of supporting each other.
~The accounting team tries to be very supportive within their power.
~Some of their processes are great.
Cons
~Upper management does not prioritize work-life balance and lacks accessibility and support. There is a noticeable disconnect between stated commitments and actual follow-through.
~Training is minimal, yet expectations remain high.
~Workplace culture is often characterized by gossip and unprofessional behavior.
~Delayed invoice payments frequently result in account freezes, which can directly impact operations
~Those with experience in other hotel companies may find the outdated processes challenging, as many systems have not been modernized. The excessive paperwork burden has even led some managers to resort to ineffective or incomplete documentation.
~HR has limited authority to address employee concerns effectively, which can result in unresolved issues and a lack of meaningful support.
~There is a tendency to prioritize adherence to processes over critical life and safety concerns, often in an effort to minimize costs.
~The above property leadership style can be unpredictable, with shifts between being supportive and highly critical. Feedback is sometimes delivered without consideration for individual circumstances, creating a challenging work environment.
~Some above property leadership lack the necessary experience and/or training to effectively fulfill their roles, leading to gaps in leadership, decision-making, and operational support. They often fail to advocate for their hotels, lacking the resolve to stand up for the needs of their properties and teams.
