Los Angeles, Spring 1996.
I had spent four years with Hilton in Los Angeles as Executive Assistant Manager Food&Beverage, biding my time until I could ascend to the coveted position of General Manager. My tenure at the LAX Hilton afforded me valuable experiences that contributed to my career growth. I was a consistent performer, well-regarded by my peers, although my leadership style retained some of my native “German” traits. I had been there for four years now, had contributed to the full-scale renovation of the sprawling 1000+ room hotel, had created a new restaurant concept and had even lived through the earthquake of ’94, which had tested my crisis management abilities and I had forged a strong rapport with the General Manager, Samir Shafei and my old colleague Grant Coonley who has managed the property ever since.
But two things transpired that changed my career trajectory. First, Sam was promoted to Vice President of the Eastern Region and returned to the East Coast, leaving me bereft of his sage guidance. Second, I was assigned a new general manager who wanted his own team. It happens to all of us. He was a very competent manager, but for some reason, we didn’t see eye to eye. He offered me to transfer to another Hilton, but it was a far cry from the LAX Hilton. I was too proud, too headstrong and accepted – without thinking- an offer to become the General Manager of a 5-star hotel in Dubai. I was full of hubris, convinced that nothing could stop my upward trajectory.
Looking back, it’s all conjecture, mere speculation. I had only one thing on my mind: becoming a General Manager. Back in 1990, Dubai wasn’t on anyone’s radar. I interviewed with the hotel owner in Boston. He had just concluded a Cornell seminar. He barely glanced at my resume, saying, “Helmut, you have been recommended; that’s enough for me.” We hit it off immediately, and the rest, as they say, is history.
Eight months into my stint in Dubai, I learned thru some old contacts that Hilton had shortlisted me previously for the position of General Manager at the Miami Airport Hilton Hotel. (So much about the importance of communication).
I don’t presume to judge or assess anything, but looking back, such career decisions can profoundly impact one’s career trajectory.A good mentor might have made a difference, but that’s a story for my memoirs.
Considerations abound when deciding to stay put or venture to new horizons in one’s career. Factors such as job satisfaction, pay, career growth, and work-life balance play significant roles in this pivotal choice. Imagine you’re in a scenario where you’re beginning to climb the ranks, adding new responsibilities to your repertoire, and making a positive impact on the organization.
Yet, facing a tempting new opportunity at a different company and the allure of a substantial pay increase and scheduling is irresistible, but what about the time you have invested in the present company and its potential career trajectory?
Let’s add one more criterium to this scenario and assume that your superior is not particularly fond of you, a good friend of the Hotel Manager, and you are doing all his work anyway, topped by the fact that this supervisor is not the friendliest person.
You also have to consider that you have been with this superior 5-star international hotel company for just over a year; your previous company was a lesser-known 4-star hotel company, and getting into this new company is already significant progress.
It’s a gut-wrenching dilemma, to be sure. On the one hand, you’re on a positive trajectory with your current employer, and you enjoy your work. On the other hand, the offer on the table could secure more financial stability and a better work-life balance. Such a decision demands a thorough evaluation of your priorities and aspirations.
The first step is to discern whether you’re looking to escalate your career trajectory quickly and take on greater responsibilities or crave better financial security and work-life balance. You may stay put and continue with your current company or move to a new opportunity depending on your circumstances.
Equally important is weighing the culture and values of both companies. If you value teamwork and cooperation, the new company’s reputation for being cutthroat and fiercely competitive may be a deal-breaker. After all, salary and work-life balance are vital factors, but they aren’t the only ones to consider.
In conclusion, the decision to switch jobs or remain with your current company hinges on one’s values and career aspirations. The stakes are high, so it’s crucial to assess all the relevant factors and make a decision that aligns with your long-term career goals.
These scenarios happen to most ambitious hoteliers at one point in their careers. They have the potential to make or break a good trajectory. In the above scenario and as someone who has been in a similar situation, not just once, I propose the following solution:
- Complete at least two years with the present company if you are in good standing, have relative security, and like your work.
- Even if your superior is not your best friend, you can work on a better relationship in the coming 12 months.
- Make sure to get proper reviews and overcome those potential weaknesses until the following review.
- Seek a constructive conversation with the General Manager. The focus should be on an action plan for improving your performance over the next 12 months.
- As time passes, keep your eyes open, measure your performance, and ensure constructive communication within the organization.
- Use this time to update your resume and LinkedIn profile and maintain suitable networking activities.
- Once your following review comes up, communicate your intention for a promotion, and if this is not resulting in any action from the company, you are now in a position to look for better opportunities.
- Here, you need to ensure that you stay within the class of international 5-star hotels and make your move only into a higher position. Avoid movements within the same place.
Some of my clients get offers from other companies for a higher position but in a lesser company. I advise you not to consider moving from a 5-star hotel into a 4-star one, especially if it is a local brand with no opportunities for scaled advancement.
I also observe an inherent impatience with some of my clients. Again, remember that many opportunities look attractive in the short run but turn out to be the opposite in the long run. Good companies know this and will offer transfers and promotions into other hotels after two years, knowing that recruiters contact respective employees.
So, if you work in a 5-star, international hotel anywhere in the world, complete at least two years of superior performance and ensure proper communication with your supervisor, human recourses manager, and hopefully, General Manager.
I know from my experience, that career choices are not always easy. You should take time and really evaluate the long term impact of your decision. I am happy to provide advice to my clients all the time. There is no cost to this. Connect via my website and request an online meeting.
Wishing You another good day and an exiting and rewarding career.
Helmut H Meckelburg