We are more than 290,000 hospitality experts placing people at the heart of what we do, creating emotion for our guests, and nurturing passion for service and achievement beyond limits. Building on the strength of our teams and of our fully integrated ecosystem of leading brands, personalized services & expert solutions, we break new ground to reimagine hospitality and inspire new ways to experience the world.
We are dedicated to suit all desires and needs, and reinvent the guest experience every day with our 45 hotel brands across all segments- 5,600 properties around the world from luxury five-star palaces to smart economy hotels, exquisite residences to full-service resorts.
Because we take care of millions of guests and each of our hotels is a world in itself, where every action counts. We strive to make positive impact both locally and globally, to ensure hospitality benefits not only the few, but all.
Rating Reviews
Rating is calculated based on
171
reviews and is evolving.
Pros: The compensation package at Accor, especially for a Front Office Supervisor, is pretty decent within the hospitality industry. The health and pension benefits are reliable, which gives a good sense of security. What truly stands out are the incredible employee discounts on hotel stays across Accor's global hotel group portfolio. This is a huge bonus for anyone who loves to travel and makes the overall value proposition much stronger. There are also good learning and development opportunities
Cons: While the pay is good for the industry, salary increases can sometimes feel a bit slower than anticipated, especially compared to other sectors. The structure of benefits can occasionally feel a little complex depending on the specific brand or location, which might require some clarification. Also, as with many roles in the dynamic hotel environment, the workload during peak seasons can get quite heavy, which sometimes puts a strain on work-life balance for those of us in operations.
Advice to Management: Continue to streamline the benefits communication across all brands and consider more frequent, albeit modest, salary reviews to keep pace with industry standards and employee retention, especially for dedicated operational roles like those in hotel management.
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Pros: The work flexibility here is truly outstanding, especially for a Hotel Operations Specialist. I often had options for shift swaps and the management team was generally understanding when personal commitments arose, which is invaluable in the hospitality industry. This multinational hospitality company also fosters a collaborative environment; my colleagues were always ready to help, making daily operations much smoother. There are also good opportunities for learning new skills and systems
Cons: While work flexibility is a major strength, sometimes during peak seasons, the workload can become very heavy, making it harder to utilize those flexible options without feeling overwhelmed. The internal approval processes for certain administrative tasks or longer-term schedule changes can occasionally be slow, which can be frustrating when you need a quick decision. Communication could sometimes be more streamlined across different departments, as information occasionally gets lost,
Advice to Management: Continue to prioritize and enhance the work flexibility that makes Accor an attractive employer. Consider investing more in streamlined internal communication tools and empower local management with greater autonomy to make faster decisions, especially regarding staffing and scheduling during busy periods. This would further improve operational efficiency and employee satisfaction.
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Pros: I really enjoyed the team environment; everyone supported each other, especially during busy periods. Being a Food and Beverage Attendant, I learned a lot about service standards and handling diverse guests, which is great for career growth in hospitality. Accor, being a major hotel chain, offers good training and some nice employee perks, which makes the compensation package pretty competitive for the industry here in Sydney, Australia. The work flexibility with shifts was also a big plus for
Cons: Sometimes during peak seasons or large events, the workload for a Food and Beverage Attendant could feel quite intense, and it'd be great to have a bit more staff coverage. While the pay and benefit structure is decent, occasional delays in overtime approvals could be frustrating. Also, progression pathways, while available, sometimes felt a bit slow without proactive self-advocacy.
Advice to Management: Continue to invest in staff training and retention, especially during high-demand periods to manage workloads better. Streamlining the overtime approval process would also be beneficial for staff morale.
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What kind of skills does Accor look for in potential employees for their hospitality roles?
Accor often seeks candidates with strong customer service and communication skills for their diverse roles across the hospitality industry, from hotel management to F&B.
What is Accor's approach to fairness and diversity in their hospitality roles across their large global hotel network?
In my experience at Accor, a major player in the global hospitality industry, fairness and diversity are actively promoted. They seem committed to equal opportunities for all employees, from entry-level positions to management in their many hotels.
As a CEO, I'm concerned about employee trust in a large hospitality group like Accor. What's the general sentiment from employees regarding trust in leadership?
Many employees at Accor, from various roles across their global hotel network, report feeling a good level of trust in management, stemming from consistent communication and fair treatment, which is crucial in a company of this size.
Does Accor offer remote or hybrid roles for hospitality professionals in their large, global operations?
While Accor's core hospitality roles are on-site, they do have some corporate and support positions that can be remote or hybrid, especially within their extensive global network.
How does Accor ensure fair pay for its hotel staff in major cities like London?
Accor seems committed to pay equity across its diverse roles in the hospitality industry, with regular reviews to ensure competitive salaries for hotel employees in large markets.
How are escalations handled for category management issues at Accor, a large global hospitality company?
In my experience at Accor, a major player in the global hotel industry, category management escalations are typically addressed through defined internal channels, involving direct managers and cross-functional teams to ensure timely resolution.
How often does Accor review salaries for their hotel staff in the UK, and are merit increases common for roles like a Hotel Manager?
At Accor, performance reviews typically happen annually, which is when salary adjustments and potential merit increases are considered for various roles, including management positions within their large UK hotel network.
Does Accor offer any reimbursement for internet costs for remote employees in the hospitality industry?
As a large global hospitality company, Accor has various policies. While I haven't seen an explicit internet reimbursement for fully remote roles, it's best to ask your hiring manager during the interview process for the most accurate details for your specific role.
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