Mars reviews

Day-to-day operations do not align with the company’s external image. Leadership quality is uneven, and accountability at senior levels is inconsistent. Decisions are frequently made without transparency, with shifting direction and unclear ownership creating ongoing instability for teams. Open communication is limited. Raising concerns or asking for clarity can result in loss of visibility, exclusion from decision-making, or reassignment rather than constructive resolution. Performance management is subjective and inconsistently applied, making expectations unclear and long-term success unpredictable. While values, inclusion, and well-being are heavily emphasized in messaging, they are not consistently reflected in practice. Psychological safety is limited, particularly during periods of change or for those who do not fully align with leadership preferences.

Prepare yourself to work with family favorites who have no clue on how to actually make a decision or let alone use a computer. You will be amazed to see how much money the company wastes on sponsoring below average talent who have no legal status, but have connections and murky ties to the business. There is no equity in terms of access to resources. Associates in West Africa are barely acknowledged for their work and existence, however leadership practically worships the Associates in Europe and India in comparison.