Guest service - Guest Service Supervisor Delta Hotels Employee Review

1.0
Jun 18, 2017
Recommend
CEO approval
Business Outlook

Pros

Not many. This may be a good job for someone who is only interested in a year s work as a brief stop. There are some great people who are working with Delta and it was nice to meet them. The insurance benefits you can buy are good if you can afford them. One star for the good staff you will work with.

Cons

very poorly managed. The upper management recruits supervisors & staff who are dependant on them-ability doesn't seem to be a priority. If you are "in" with a manager you are protected if not you will be blamed for anything which goes wrong. The hotel is the upper managers oyster. They spend most of their time cutting back on staffing levels & adding to staffs workload while they pile in to the trough running up "entertainment expenses for them selves . Most staff are afraid of being fired & are encouraged to run to managers with gossip about other staff. The operation is run like a junior high school popularity contest. A toxic environment The culture & values they have are not practiced.. Management's strategy is to write up as many staff as possible to keep a revolving employment door of fired & hired staff.

Explore other reviews about Delta Hotels

5.0
Apr 22, 2024
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

fun environment, good schedule,nice people

Cons

distance, not really anything else.

2.0
Oct 20, 2025
Recommend
CEO approval
Business Outlook

Pros

The hotel is beautiful and has great potential to be the premier event venue in the area. Many staff members genuinely care about guests and work hard to provide good service despite the challenges.

Cons

From day one, my position as a Coordinator was never properly defined. The company created the role before deciding what it would actually involve, so expectations changed constantly. My job title and responsibilities were rewritten multiple times, which caused confusion and friction across departments. It felt like the cart was put before the horse — they hired for a role the organization wasn’t ready to support. At the same time, there is a strong culture of favoritism and nepotism within the restaurant and banquet departments. Family members and close friends are allowed to supervise one another and make decisions around scheduling and gratuities, creating conflicts of interest and an uneven playing field. Communication is inconsistent, and accountability is minimal. The focus often shifts from teamwork and quality service to personal gain, leaving employees frustrated and undervalued. During my time there, the atmosphere became increasingly tense and defensive. Speaking up about fairness or process concerns often resulted in being excluded from shifts or opportunities instead of being heard. The lack of transparency in gratuity distribution and scheduling decisions has a major impact on morale. The restaurant side of the operation still isn’t ready to function as a cohesive part of the hotel, and it shows.

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