Overall Company Review - Manager, ECommerce Marriott International Employee Review

3.0
Jul 27, 2015
Recommend
CEO approval
Business Outlook

Pros

Marriott is accepting of and open to different types of people and lifestyles. There is great diversity within HQ and on property. They are great about allowing a work/life balance and flexible working options.

Cons

Marriott does not provide support for career movement or growth. There is a lot of talk around helping employees move ahead in their careers but when the time comes to receive the support, HR is very hard to get ahold of, management does not provide support or referrals to other internal management. There is not succession plan for employees moving up in their careers which makes it less likely that management will be supportive of an employee move. Benefits are also sub-par. They are behind industry standards and do not recognize the amount of time and work each employee invests in this company.

Explore other reviews about Marriott International

5.0
Jun 16, 2026
Recommend
CEO approval
Business Outlook

Pros

Great team and free lunch

Cons

Heavy work load and high touch guests

1.0
Jul 12, 2026
Recommend
CEO approval
Business Outlook

Pros

Cafeteria offers good food for a low price. Marriott discounts at other hotels

Cons

The favoritism of employees is backed by corporate. If someone has been working here longer than you, they get to pick and choose what shifts they want. If there is an open shift they also first get to choose whether they want it or not. Lastly if there are cuts, they get to choose if they want to stay or leave before others. The favoritism doesnt stop there. The managers also make them do less sidework, and give them good sections where as new employees are the bottom of the barrel in all aspects. Honestly horrible experience. They dont care about your well being either. Im scheduled opening and closing shifts consecutively which means I get under 4 hours of sleep between shifts. Sleep deprivation is not a joke; do not recommend.

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