Metlife embodies a “tell” vs “show” approach. For example, executive leadership tells us there is a focus on mental health and work life balance, but then shows us how little they actually care when they implement a reorg eliminating middle management jobs and distributing the work those people were doing onto lower paid employees with an already full workload.
We get told innovation and technology is a focus of the company, yet all of the customer facing employees are working on ancient and/or inefficient systems that have a major incident outage weekly. We don’t even offer basic customer self service solutions like chat support or a functioning app for all lines of business.
We’re about start returning to office with a ridiculously over complicated hybrid model that forces high performing employees that have been working perfectly fine virtually for 2 years to come in office even though there is absolutely no need for the job to be done in person.
Implemented a $20 minimum wage (which is great!) but did not plan for any sort of salary increase for the rest of us in the lower/mid tier salary range.
This company is still making profit for shareholders and paying their executives handsomely while people in my position (lower level leadership role) are making .3% of Michele’s salary. Raises are not enough to cover cost of living increases and there are already murmurings of annual bonuses being small again this year. I received a 3% raise last year after exceeding expectations while the CEO (for example, this applies to other executives as well) with an 8% drop in 2020 profit still got a 17% $200k+ raise.
Company only cares about employee engagement and well being during survey time.
There seems to be good DE&I framework in place but the farther up you get in the org chart, the scenery gets more and more pale and male.
It feels like different LOBs get sold off least once a year. There is very little job security, you never know when your turn is up.
