Mars Career Development FAQ

Read what Mars employees think about career development at the company. Employees have questions about everything from promotions and mentoring to job security.

Mars has a career opportunities rating of 3.8.

All answers shown come directly from Mars Reviews and are not edited or altered.

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8 English questions out of 8

January 3, 2020

How are career development opportunities at Mars?

Pros

Very nice culture, great career growth and opportunities

Cons

Slowdown industry, long and old-fashioned process

Very nice culture, great career growth and opportunities

January 3, 2020

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May 12, 2020

What kind of career opportunities exist at Mars?

Pros

Great management structure and growth structure with internal opportunities for the original Mars companies.

Cons

Really political and bias on the Wrigley product side of the house. Lost a lot of talent due to nepotism and cronyism.

Advice to Management

Monitor the plants acquired by Mars to ensure culture is similar to Mars. The Wrigley plant in Flowery Branch is an example of cronyism at its finest and is preventing that plant from ascending to new heights. I am sure this is happening across the sporatically across the organization but this is one location where I witnessed it first hand.

Great management structure and growth structure with internal opportunities for the original Mars companies.

May 12, 2020

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April 6, 2021

Does Mars have any sort of mentoring program?

Pros

great mentorship, very transparent for such a large company

Cons

no cons to highlight, was a great experience

great mentorship, very transparent for such a large company

April 6, 2021

See answer

October 27, 2020

Why do Mars employees quit?

Pros

Family owned company with great benefit

Cons

After the merger all the top performance employees left the company

After the merger all the top performance employees left the company

October 27, 2020

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June 12, 2019

How are promotions handled at Mars?

Pros

Work/Life balance (if your manager agrees to let you have one), PTO

Cons

As soon as you start literally on day 1 you are talking to your line manager about your next best move, because the expectation is that in 18 months-3 years you will move into a new role. Development is important, but so is training for your current role. Transitions are a joke, my first role at mars I learned from powerpoint presentations, my second role I taught myself from work instructions, and my final role I taught myself based on what my stakeholders told me they needed from me, no work instructions, had to figure out what systems and access I needed myself (my manager didn't even know). A massive amount of time is spent writing your development plan and going through this process, to the point where most associates treat it just as a check box of ok that is done good now I won't look at it again. The amount of detail expected of you on it, the timeline to do it, and the lack of support to write you development plans are a joke. The only support is the same powerpoints of how to use the website, and the same leadership team panels talking about their development. Your line manager should be required to actually help you, while you own your development, your line manager should want you to succeed. There is this bizzare thought process in the service center that in order to get a promotion int he service center, you must go get a number of roles in the business unit first. While on the surface it makes sense, it hinders promotion of associates that want to stay in the service center, just because they have to follow this path. The FLT has no idea what the lower level associates, both the analysts and managers do in S&F. They make demands, and associates end up spending more time doing projects for the FLT than being co-pilots to the rest of the business which they support. Promotions are based on how many happy hours you go to, how many walks you go on, it is all politics. Your line manager holds all the power to your next role, and if they decide you aren't deserving of another role, or they don't like you, then they won't approve you applying to a new role, or worse. P&O needs to play a much more active role here. There should be no permission to apply for a role. Gallop survey, there is huge pressure to take the gallop survey, to get great gallop scores, but the leadership does nothing to change. Countless times going through gallop sessions where it is all about the team, but when the question is "I know what is expected of me at work" is the question in play, that is not the associates problem, that is the directors and vice president's problem, that the are not setting a clear goal of what is expected of their associates, by changing it constantly. Bonus, 2 years in a row, probably 3 (2019 associates still there, probably won't get a bonus this year either!), are based on unreasonable growth. AVP is built into the salary that is put on your salary offer as a total compensation. Then there is oh hey we didn't meet metrics so 35% bonus, or no bonus! Meanwhile, all the CLT, FLT, SLT, all the LT's got their MPI and MSOP bonuses!. If the greater mars doesn't get AVP, then they should not get MPI or MSOP. Additionally, if there is a chance you aren't getting bonus, do not put it in total compensation, that is lying. When the band structure was implemented in 2016 there was this lie told that everyone in Band lets say T2 made this range, here is the high here is the low, etc... the caveat is that it all depends on what area you are in. So the T2 in S&F only makes say $70,000 while the T2 in Marketing makes $100,000. S&F associates are underpaid and most of them don't even know it. Newark- Stay Here Grow here, except they are asking people to relocate from an area they can get a 3000sqft house for $200,000 with 5 acres of land to an area you can get a 500 sqft 1 bedroom apartment for $1.5M, and while they are paying for relo if you are within a certain radius, they are not giving any cost of living adjustment, even though the cost of living for the new area is not even close to the same. however the new associates coming in starting fresh in newark will get the higher salary as competitive with location.

Advice to Management

Stop lying to associates. Stop taking advantage of associates. Stop wasting associates time. Sit down with the B4, the T1, the T2 and watch with they do, spend a day with them. Watch how many emails they get. Watch how many ad hoc requests they get. Watch how long the half an hour powerpoint you want them to create and present to you takes not just to create the deck, but to make the presentation and tell the story to the ridiculous standards set by you. Sit in their shoes. Watch an episode of undercover boss for a day. I am not talking about the factory, I am talking the FLT members should sit with the analysts and T2 finance managers and spend a week with each of them 1:1 and observe. If you are going to tell associates your job is a co-pilot, then let them spend time doing that, not spending time kissing you butt. Don't make an elaborate town hall with fancy videos, tell people outright what is going on in words they can appreciate and how things impact them. Tell logistics what they need to do to drive growth targets, sales, marketing etc. And stop doing too much at one time! Legacy/Wrigley merger, Newark, KIND all at once??? REALLY???

Promotions are based on how many happy hours you go to, how many walks you go on, it is all politics.

June 12, 2019

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8 English questions out of 8