Aman Resorts Employee Reviews

the Swiss distribution head of department is a stubborn old lady damaging the business. HR needs to evaluate her performance

There is no values. Robotic old school managment.

A culture where all employees feel valued, heard, and supported can strengthen teamwork and collaboration. Corporate roles must be filled by individuals who remain engaged, adaptable, and aligned with the evolving needs of the business, rather than long employees just holding same " title" for ages

Great promising brand ! Challenging environment to work with old corporate people sitting for so many years in the same role with bureaucratic mindset

Despite widespread dissatisfaction, the head of the distribution department continues to foster unnecessary conflicts with other departments, making collaboration nearly impossible— New corporate hires face significant challenges due to the hostile atmosphere created by the toxic leadersh

Distribution, in particular, suffers from reactive decision-making and a lack of constructive leadership, which holds back growth. he company cannot grow sustainably if top producers are constantly battling unnecessary obstacles from within

Proactively assessing whether individuals in key corporate roles are still suited to the evolving needs of the business. It is essential to ensure that leaders demonstrate adaptability, strategic vision, and the ability to foster team growth rather than maintaining positions based on tenure alone.

Creating succession plan, invite old corporate heads to leave - they dont cope with current business needs

Many employees feel afraid to speak up, as criticism often results in retaliation

Unfortunately, the distribution department is led by someone who is simply holding on until retirement rather than working to improve the team’s performance. Until there is a leadership change or real investment in the team, the person will continue to drive away talent and hinder progres

Complimentary stays and private healthcare

Competitive healthcare and free dental and vision

more benefits for employees are needed

transparency in performance evaluations and leadership’s reluctance to support employees’ growth further contribute to this feel

There aren't benefits for corporate team besides the health insurance. Only heads of department receive big bonuses and other perks.

outdated leadership resists change, resisting progress and fresh, effective strategies

There was an unspoken bond — a shared understanding — that we had to rely on each other to navigate the dysfunction above us (German lady Head of Distribution). That solidarity, mutual respect, and quiet professionalism were the foundation that allowed us to keep moving forw

knowledge , patience, great to hang out

There are individuals who are highly skilled, proactive, and committed to delivering quality work, often going beyond their responsibilities to support business objectives

New corporate hires are dedicated and talented colleagues who bring valuable expertise to their roles. There is a strong sense of commitment to delivering high-quality work, and many team members demonstrate a proactive approach to problem-solving

Experience, attitude, understanding of the industry

Coworkers should feel empowered to address and report inappropriate behaviour, regardless of a person’s positio

The company culture would improve by replacing department heads who resist modern leadership practices and inclusive communication.

Promotions and key roles should be awarded based on skills, performance, and leadership abilities, rather than seniority or outdated hierarchical structures. Corporate leaders should be held to the same performance standards as employees,

Providing clear career progression opportunities and professional development programs would help retain top talent and motivate employees to contribute more effectively. A structured approach to growth within teams can enhance both job satisfaction and long-term commitment.

If upper management truly values progress, they need to address the lack of leadership before more talented employees leave

Despite the company’s global reputation, there are zero career growth opportunities within several corporate department. The head of the department has made it clear that the intend to stay in this role until retirement, prioritising personal job security over the success of the tea

the head of talent is amazing !

HR department is well aware of current situation in corporate distribution

It was a very casual and personable conversation rather than twenty questions

The interview process should better assess leadership and people management skills

The interview process should better assess leadership skills, particularly in communication, inclusivity, and team collaboration

meeting people from different backgrounds

Being able to contribute meaningfully and add value to the company.

Leadership would improve significantly by replacing managers who consistently create conflicts

Instead of fostering collaboration, leadership isolates employees, creating a hostile and demotivating work culture

Recruit C suite and change the structure

aging leadership must go away

change of old head of departments at corporate level