Thread regarding MetLife Inc. layoffs

It doesn't matter, now or in a few months

When I first started working from home, it was immediately clear to me that this could not last forever, but that one day we would have to return to the office. Did anyone think that working from home would become permanent? So I don't care when that return to the office happens, now or in the near future, and I don't understand at all why some people have so much resistance to something that is inevitable?

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Post ID: @OP+1elGMdG0

26 replies (most recent on top)

Goldman Sachs Will Require Covid Boosters.
How soon before metlife requires it as well with no testing option.

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Post ID: @cows+1elGMdG0

I also went down the path of feeling confident that HR and ER would be the answer to dealing with bad bosses after my escalation to local direct line of upper management fell upon deaf ears. We were trained that this is how you report unethical behavior in the workplace. My issues were never addressed. The end result was that my environment only got worse. I was further down the road put on what they referred to as a PIP ( personal improvement plan). I was put on a PIP though….not my leader. Smells like retaliation doesn’t it….

Once I realized that I was two steps away from the door, I left the company on my own accord. I am happier now in a new role, new company. Yes, I am paid much more and feel valued.

Do not trust MetLife ER and HR. They are safe harbor channels for management only. You essentially create a case against yourself. I have heard this from others as well.

MetLife is not a good company to work for. I was told it once was, but no longer.

And, I don’t even agree it is a good company for senior leaders who sell their soul for a nice salary and benefits package but endure the same result which is a stressful cut throat snake pit work environment.

Need checks and balances.

#metoometlife

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Post ID: @baqj+1elGMdG0

#metoometlife

Bosses being aware of unethical and unprofessional behavior and looking the other way is enabling. It is the same as directly participating when these behaviors are not shut down.

Bosses have a responsibility to manage manage people including other people managers. Rotating chairs does not solve the problem bit only enables toxic behaviors to continue.

Saying that abusive behavior is just a personality conflict is an excuse to avoid confrontation which is also enabling.

Bosses who are not comfortable confronting abusive and unprofessional behavior should not be people managers.

Contributing to and/or enabling abusive behaviors is inexcusable….Period.

I agree - time to clean the management wheel house out.

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Post ID: @5swo+1elGMdG0

#metoometlife

I have heard 2 cases in addition to the 1 posted in this thread where ER did not do a thing….. end result was good people leaving but abusive bosses stay.

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Post ID: @4uts+1elGMdG0

Wow I was feeling like I was the only one dealing with gaslighting and other management abuse. I even went to ER about one of my issues and they didn't seem to care. MetLife needs to clear house in their management ranks if they're serious about staying competitive for talent.

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Post ID: @4nts+1elGMdG0

It’s all so d-mb. And do we really the weekly count of how long we have all been working remotely….Grow up. Does it really matter? After two years I think not….

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Post ID: @3szp+1elGMdG0

I can understand the need to have somewhat of an idea where we are all working from….some work cannot be off shored,etc. But we are talking knowledge of crossing country borders here. Not MetLife office vs. a secure remote location within the same region. I agree with the earlier posters - this is an old school mentality…MetLife need to evolve as a company if they wish to attract and retain top industry talent. Sink or swim…..

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Post ID: @3eqb+1elGMdG0

Wow. More and more people fed up by the day. If not here, then on Yammer. I also see it on the faces of many forced to needlessly go on camera for mtgs. People are just tired of the narrative.

SLT need to back off and let us be to do our jobs. And only our jobs. Stop dumping additional workloads where it doesn’t belong. Do what you are paid to do, distribute work evenly, stop micromanaging and harassing.

I agree with @2yck+1elGMdG0… who cares where we are sitting while we are working and if you can see us or not. Such a joke. Just back off and let us do our jobs.

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Post ID: @3asd+1elGMdG0

@2umn+1elGMdG0
At least you understand that they old model is dead and dying. The smart companies see this and are adapting. Even MetLifes competition is doing just that, moving to a work from anywhere scenario. Cheers to Allstate. But the brick and mortar model is dead. Like Harvard Business has said, the old companies will try to hold on to the old ways, and as a result will top talent who will be seeking these wfa positions.
What does it matter where you are staring at your screen. It's an old management style of control to keep employees in an office.
MetLife needs to develop and embrace wfa to those who want it. They talk of being a leader, but it seems they are already falling behind rapidly in this initiative.

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Post ID: @2yck+1elGMdG0

#metoometlife

It’s the MetLife Way…Overworked, underpaid and constantly pi---d out to do more while others are rewarded for doing bare minimum.

Take this job and shove it!

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Post ID: @2ujc+1elGMdG0

#metoometlife

“Emotional abuse in the workplace.

Mental abuse can take many forms. Examples of mental abuse can include purposefully failing to provide critical information necessary for the victim to do his job, interrupting him, ignoring his input and isolating him. More overt examples of mental abuse include angry rants, screaming or swearing at the employee in front of others, sabotaging work, stealing the credit for work the victim performed or making rude, belittling comments about a co-worker.

*All of the above”

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Post ID: @2hhr+1elGMdG0

#metoometlife

All of the above

Note to abusive bosses and peers: you are not as subtle as you think.

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Post ID: @2nqg+1elGMdG0

#metoometlife

All of the above +

Constantly shooting down ideas and suggestions. Only to leverage and take credit later.

And yes, the intentional and reoccurring inside jokes that only a handful of people understand are rude. Just stop. We get it - we are not intended to know and that is your strange pleasure. don’t care to be part of your narrow minded club.

#metoometlife

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Post ID: @2rss+1elGMdG0

Emotional abuse in the workplace.

Mental abuse can take many forms. Examples of mental abuse can include purposefully failing to provide critical information necessary for the victim to do his job, interrupting him, ignoring his input and isolating him. More overt examples of mental abuse include angry rants, screaming or swearing at the employee in front of others, sabotaging work, stealing the credit for work the victim performed or making rude, belittling comments about a co-worker.

*All of the above

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Post ID: @2efr+1elGMdG0

Yup- abusive bosses. See this too. I must say I’m not a target but do feel bad knowing it is happening. Inside jokes, poking indirect fun at people instead of directly helping them with weakness or faults. What has happened where this is allowable??old friends at work ganging up on people they have clearly alienated. Even making statements such as “welcome to the club”. Pu-e…so childish. And then yes, flat out verbal abuse. This is why so many bosses want back to office. Powers are not as strong remotely. 4 walls and a door — oh yes we need to get back straight away….we all need to know how important you are and see and hear you abuse us.

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Post ID: @2adq+1elGMdG0

@ abusivebosses doesn’t it just make you sick to your stomach. I know of passive aggressive bosses who think they fly under the radar with the abusive behavior. Ostracizing team members in huddles. It does not go unnoticed…we might be above it and tolerant but we are not stupid. you know who you are…VPs and above are not excluded. The same bosses are heading up Diversity & inclusion BS…shameless.

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Post ID: @2lzr+1elGMdG0

Maybe Todd can help with this. Evaluating which “jobs” can qualify for WFH should not solely be defined by the job description. It should include an individuals personal circumstances.

I personally know of employees with abusive bosses. WFH has reduced having to be subjected to verbal and emotional abuse. Then there are those caring for a sick family member, etc.

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Post ID: @2yqj+1elGMdG0

WFH is permanent. Work from office has been disrupted. In cases where there’s no benefit to work from office but only cost, it will disappear like the horse and buggy, or the local mall. It’s gone. In may take time for employers and employees to grasp it, but it’s gone. Leases will not renew with the same square footage needs. Commercial real estate values will decline. Stick around. Watch it unfold.

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Post ID: @2umn+1elGMdG0

If you're so hot to trot on sitting in cubicle land again, I hope you did volunteer RTO.

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Post ID: @kwn+1elGMdG0

Todd, you're not going to get out of that Yammer comment THIS easily.

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Post ID: @sxl+1elGMdG0

Call yourself "onsite critical" or a volunteer RTO employee, and the offices are fully open and perfectly safe. Welcome. For the rest, "the ecosystem is deteriorating exponentially", see you in March, at the very earliest.

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Post ID: @jjh+1elGMdG0

Only person I've heard say this. Everyone else says the opposite.

How much did HR pay you to post this?

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Post ID: @ccr+1elGMdG0

Can you expand on your post a bit more? Why was it immediately clear to you that working from home could not last forever? Is this an observation you have made due to personal circumstances? Do you crave the in office socializing? After nearly two years of working from home, why do you think that you need to go back now?

What are the working aspects that make you believe that we need to go back instead of continuing to moving forward?

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Post ID: @bwp+1elGMdG0

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