Pros
Insurance is slightly better than other management companies.
Cons
Corporate leadership does not provide support to the onsite staff. Hotels in FHG’s portfolio are managed in a way where as a manager, you are not able to focus on employee development and satisfaction because you are too busy trying to replace hourly associates who suddenly quit without notice because they were unhappy with the working conditions and found a hotel that will pay more with better working conditions. If you are hourly, you will not make enough money to pay your bills or maintain health insurance. If you are a salaried employee, you will work 60+ hours a week with no compensation because FHG believes managers should spend 80% of their day doing the job of an hourly associate in addition to their own work. While all this is happening FHG believes they can run hotels better than the brands can because they can save more on labor and lead the market in the STAR report by leading in ADR and REVPAR. In the first half of 2013, FHG lost 10 General Managers at one time. If you don’t believe me look at how many of the same positions are posted online every six months. Training material designed by Marriott, Hilton, IHG and Radisson is passed off as something that FHG designed in-house. Many training initiative were rolled out then never acted upon (some really good). There was a company-wide training initiative in 2012 that was supposed to re-define the culture at every hotel within FHG’s portfolio that required all managers to attend weekly conference calls. The initiative started off great but ultimately turn into a way for the regional manager's to complain about the scores at the hotels in their regions.