Marriott International reviews

corporate folks very aggressive and rude. Long term employees are not inclusive. Very stand-offish. have heard racial and bias comments that I haven't heard in several years. Many men use old fashioned code language saying women are emotional, angry, not committed to the role. They can keep bringing all the new employees they want, they won't be able to keep most of them. Company reminds me of the "Stepford Wives". Execs are mad if you don't go to corporate dinners or picnics and don't contribute to PACs. Was even told not to complain about a colleague because they were "a friend of the family". Really bad benefits. Professionals can work 90 days without earning PTO, 401K. No 401K matching until 3 years. No sick time. Low vacation levels. 2 weeks for new hires. Who does that for 25+ year professionals. They use the same performance and review process for professionals and hourly (housekeepers, bartenders). Professionals get no better benefits. So much for getting a PhD! Doesn't matter at this company. No sign on stock. You have to wait for their annual cycle.

1) Hold back on positive feedback. But let the negative feedback fly. You don’t want your people getting too high on themselves. Positive feedback is the cotton candy of HR tactics; you don’t have time for this. On the flip side, these drones working for you aren’t going to learn their lesson unless they stop making mistakes. They need to fear making mistakes. That way, mistakes simply won’t happen! 2) Take credit for the work of others. Hey, you hired them. The glory is yours. Besides, your employees probably would have been embarrassed had you publicly recognized their great idea and nose-to-the-grindstone effort. 3) Get your employees hyper-competing with each other. Yes, we’re competing externally with a host of other talented, amazing companies. But competition begins from within, where employees duke it out in the employment octagon, leaving the most talented standing. We need to separate the wheat from the chaff; once that’s done, we can start cooperating and going after our competitors. 4) Ignore the great ideas of your employees. In fact, don’t even listen, unless it’s an idea worth stealing (see no. 2). You’re the one with the fancy degrees; these people work in lower positions for a reason, right? With a limited amount of precious time each day, mete out your listening carefully. 5) Keep dead weight around, but fire good people for no reason. And when it’s time to cut off some heads, do it with extreme prejudice and impunity. It’s best to keep your employees off-balance, sort of like a gunslinger making a poor sap dance by shooting at the ground near his feet. Keep ‘em limber and focused! 6) Haze outgoing employees. People quitting your organization are quitters. They need to feel pain for their betrayal, even if you’re providing them a dangerous narrative to share via word of mouth, social media, blog posts, future speeches, and so on. 7) Keep tabs on employees by stalking their social media accounts. And if you get a sniff of something you don’t like, ask for their personal passwords so you can log in and get the real scoop. Oh, you need not worry. It’s probably not yet illegal in your state. And they’re your employees; you deserve to know what they’re doing online. 8) Stop even thinking about work-life balance, because it has nothing to do with work. Get a grandparent to go pick up your puking child. We hired you to be here, working for us, and we expect you here. We don’t have time for sick children, nor your own sniffles. Athletes play through pain every day. Why can’t you and your kids do the same? Our company is on a mission, and we need to know you have skin in the game (otherwise, see no. 5).