Carlson Rezidor Hotel Group

  www.carlsonrezidor.com
  www.carlsonrezidor.com

Carlson Rezidor Hotel Group Jobs & Careers in Phoenix, AZ

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30 days ago

Executive Chef/ Radisson Phoenix Airport RBG

Carlson Rezidor Hotel Group Phoenix, AZ

• Participates in the development and implementation of business strategies for the hotel which are aligned with Radisson's overall mission, vision… CareerBuilder


23 days ago

Accounting/ HR Manager - Radisson Phoenix Airport Hotel

Carlson Rezidor Hotel Group Phoenix, AZ

Participates in the development of accounting and human resource strategies which are aligned with overall objectives for the hotel. Processes… CareerBuilder


Carlson Rezidor Hotel Group Reviews

21 Reviews
2.9
21 Reviews
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  1.  

    Worst hotel management company to work for, highly incompetent middle management and scattered objectives

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee in Minnetonka, MN
    Former Employee - Anonymous Employee in Minnetonka, MN

    I worked at Carlson Rezidor Hotel Group full-time

    Pros

    The only positive thing to work in this company is the constant industry and technical knowledge sharing withing colleagues or employees and ability of these employees to go above and beyond to assist someone regarding something simple to a very complex task. Mind you all the knowledge sharing and kindness stops here, it gets highly incompetent starting the ranks of middle management and thereon. Let me be clear I have only worked at the corporate office of this hotel company but in my entire working span spent with this company I haven't noticed one pro that I could mention here. I have worked with start-up companies to hotel corporations with billion dollar market cap but have never encountered such high volatility and turnover among senior management. Benefits are equal to or slightly below industry standards, personal growth is none. Certain senior directors in the commercial organization are so incompetent that not only there skills are outdated in the industry but as a result they do not care if their subordinates/employees want to gain new skills to stay competitive in the marketplace.

    Cons

    No project management methodologies are followed ,traditional or agile. The management should comprehend that by hiring directors with zero industry knowledge at middle management level from a few failed/bankrupt/bought out companies in Minnesota with Black Belt/Project Management certifications doesn't make a company or a project successful. No room for an employee to try something innovative and bring efficiency to the project but the employees are shutdown by saying ' there is no need for this particular skill on my team ' when there is actually a dire need for someone to gain that skill or have someone who already already possesses it. Also please understand by handing over or giving responsibility to employees who are not skilled to handle certain jobs not only jeopardizes the entire life cycle of the project but also makes actual skilled and educated talent feel that their skills are not valued. Middle management due to high incompetence cannot figure out the difference between mediocre/low skill talent and high skill talent and on top of it different tiers of hierarchies are created to fulfill redundant job responsibilities . So now certain jobs that a single senior director could have handled are broken down and given to another incompetent director. And the cycle of incompetency keeps going.

    Advice to ManagementAdvice

    The CEO wishes to see talent from all over the globe queuing up for interviews at this hotel company, I call it being delusional to a point that the management does not even have the resources to retain the existing talent they possess. My advice to senior management would be first of all hire the right people and have a healthy mix of management having strong credibility within the hospitality industry and folks from outside the industry but who have proved their leadership skills in past jobs. Be realistic, first of all elevate the services and standards of the majority of your failing hotels and then discuss strategies regarding addition of new hotels and brands to the portfolio. The reputation of the ' family run 'company within the industry is to be honest not highly talked about. Factors like not enough support from the corporate to the franchisees, no employee culture, failing hotels, strong hotels in the prime locations dropping out of the portfolio due to failing brand image, not having enough hotels in prime locations and not having the resources to build hotels in prime locations is enough reason for hotel investors to not even give your hotel company a passing thought before building a hotel under one of your brands.

    Doesn't Recommend
    Negative Outlook

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