Depressing - Recensione dipendente - SPA Therapist presso Caesars Entertainment

1,0
30 mar 2024
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Caesars has the biggest number of properties on the strip, I think. So, you can potentially transfer from one Caesars prop to another, if there is a job opening AND if your manager lets you.

Svantaggi

This company is all about the bottom line. They have changed our pay plan multiple times WITHOUT having us sign a new pay agreement and have straight up lied that all Caesars properties were doing the same (I have friends working at other properties that did NOT have a pay plan change). Management doesn't know how to motivate employees other than by threatening disciplinary action. After awhile, no one cares because we're told we'll be written up for anything. Management also doesn't know who their competition is or who their guests are. They think they can compete with nicer, newer spas by offering discounts and low prices while other places are offering their guests more value by making upgrades and doing renovations. Management wonders why the clientele we attract aren't willing to pay more for services or buy retail. It's absurd. Being the cheapest just brings all the cheapskates. This will be the last Caesars property I work at. They do not value their employees' moral and don't have a clue about management....they are all just overpaid figureheads.

Esplora altre recensioni su Caesars Entertainment

5,0
23 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Great company and opportunities to move up!

Svantaggi

It is a lot of work but very worth it!

2,0
29 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Peers and teammates are supportive of each other. For a digital organization, the pay was very good but I believe they've significantly reduced salaries. Some of the managers were very good.

Svantaggi

The Caesars Digital team operated in a flat organization, where some GMs were trying to actively manage teams of 75-150 individuals. Career growth is almost non-existent as a result. C-suite management was non-existent and came from finance or hospitality backgrounds. Org success was purely tied to annual EBITDA and without understanding of how a digital/engineering organization should be run, resulting in disconnected employees (most of whom were remote), lack of scalable structure, and zero oversight.

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