Four Seasons

www.fourseasons.com
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There are newer employer reviews for Four Seasons

 

Working for Four Seasons has been a rewarding and enriching experience

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Current Employee - Director in Toronto, ON (Canada)
Current Employee - Director in Toronto, ON (Canada)

I have been working at Four Seasons

Pros

Career opportunities, Four Seasons has many different styles of properties in many different countries. For those people who want to travel and grow their career there are many opportunties. Also you do not need to travel if your circumstances won't allow it.
You would work with a wonderful, intelligent, like minded group of people who all understand the Company goals and work collaboratively together to achieve them.
Benefits such as complimentary room nights at Four Seasons Hotels
You would work in very pleasant conditions

Cons

No real downside, it's a pleasure to go to work. We work hard but are recognised and rewarded for it and we play hard as well.

Advice to ManagementAdvice

Keep the culture of our hotels as we grow larger, don't compromise

Recommends
Approves of CEO

294 Other Employee Reviews for Four Seasons (View Most Recent)

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  1.  

    Resume filler only

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Risk Management Agent in Austin, TX
    Current Employee - Risk Management Agent in Austin, TX

    I have been working at Four Seasons

    Pros

    Free stays at any property owned managed by the company (if they want to let you stay there, most of the time they don't)
    Great name to have on a resume for a hospitality career

    Cons

    The hourly pay is too low for the amount of work expected. Often 1 employee will be required to perform the job functions of 2 or 3 departments. Management is too focused on minimizing labor expenes and will discipline employees for service failures caused by gross understaffing. Middle management treats the line staff as "beneath them" and senior management is too disconnected to even know who their employees are.

    Employees will be recognized for the smallest of things like remembering a guests name and praised over and over for their accomplishment, however, when an employee handles a major issue/incident such as a fight in the bar, restoring server functionality from a major crash, or preventing an intoxicated patron from dirving (and getting him or her into a safe ride home) management acts like the event never happed. Not even a simple thank you is extended.

    Management is selected based on the simplest of checklists: do you have a hotel degree? do you have a personal friendship/sexual relationship with current management? and (for females only) are you a size 2 or below? At no time does actual experience, leadership ability or intelligence/competency enter into the decision to promote.

    Most of management cannot function under pressure and will shut down or run away from difficult decisions and situations. This is mostly due to the constant influx of fresh graduates from hotel management degree programs stepping straight into management positions without proper training or experience. Management is very effective, however, at "coaching" employees in the most condscending way possible about things the managers themselves don't even begin to understand.

    Advice to ManagementAdvice

    Realize that management should have knowledge of their department: security managers should have a security background, accounting managers should probably be accountants or have a finance based education, engineering managers should be able to perform repair tasks, and revenue, marketing and sales managers should have degrees/experience in those areas. A hotel management degree is not as special as you seem to think it is.

    Employees care about their pay. Contrary to senior management's assertion that we don't work for the Four Seasons for the pay but rather out of our deep deisre for service. Pay us for what we do to promote value and profit for your company. If you don't, someone else will.

    Remove "dead-weight" supervisors and assistant managers who prevent promotion of qualified line staff by being un-promotable or unwilling to advance their career. Promote people based on their abilities to perform their job and manage others, not because they are your "friend" or because they are the most physically attractive person applying.

    Doesn't Recommend
    Disapproves of CEO
  2.  

    Stage au Four Seasons de Terre Blanche Internship at the Four Seasons Terre Blanche

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Intern - Serveur in Fayence (France)
    Former Intern - Serveur in Fayence (France)

    I worked at Four Seasons as an intern (less than a year)

    (Translated from English)

    Pros

    Approchez d'une société internationale d'hôtel de luxe

    Approach to an international Luxury hotel corporation

    Cons

    N'étant qu'un stage, l'accent n'a pas été mis sur l'acquisition de plus de compétences d'encadrement

    Being only an internship, the focus wasn't on acquiring much management skills

    Advice to ManagementAdvice

    Ayez un meilleur suivi des talents qui peuvent travailler avec vous, que ce soient des stagiaires ou des employés.

    Keep a better track of the talents that may be working with you, either interns or employees.

    Recommends
    Neutral Outlook
    No opinion of CEO
There are newer employer reviews for Four Seasons

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