I've heard from many employees within the company that the CHRO is nearly invisible and doesn't interact on a regular basis with front line or field staff. They say she only hosts DEI events which have been non-existent the last few months, sends out all company emails before a holiday saying the company is closing early, and the CHRO has implemented a complex Performance Evaluation Management System through UKG which literally no one understands. There used to be 1 page simple evaluations. Now it is 50 pages of instructions. All BS ! She posts on Linkedin during company time cultivating relationships OUTSIDE of MoA and not even with her own employees. Shameful. Many employees are working their butts off making $100K to save the company. The CHRO makes $700K and does literally nothing but cut benefits and morale. She is so scared to publish the results of the culture survey because it will reflect negatively on her and her team. Steve, where is your promised transparency buddy ! These SVPs and ExVPs need to go.
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The annual performance review process is a clusterf-u-c-k. WTF is going on in HR ??? The process is excessive and cumbersome. What in the living h-e-l-l is going on. Total B-u-l-l-s-h-i-t. F-u-c-k the CHRo.
The Peer Reviews are adding two weeks to the review process: how is this for my 4 peer reviewers: Greed. Festog. Severin and Golatt. Should be done the review process pretty quick, eh ?
We need to go back to the 1 page reviews. Front and Back. The KISS Method. Keep it Simple Stupid. The CHRO and her lackey's have made the Performance Review more cumbersome and demoralizing. It doesn't make sense and no one can follow it. Is confusing and takes up an excessive amout of time. Also, the whole UKG system su-ck-s caulk.
We need a more engaged HR Department. They do not feel like our advocates. The CHRO and her SVP seemed depressed, despondent, and just going through the motions. They are no upbeat and they are out of touch. They still haven't shared the employee survey results for the past 3 years. Most companies are fully transparent and share the survey results. WTF are you afraid of ? Rich promised more transparency but he is just as secretive as Greed. Show you ba--s Steve. Release the full results of the past two companywide surveys. We deserve to see the results. Thank you.
This is the CHRO's dream job. $600K per year. What incentive does she have to change things for the better if she risks losing her $600K gig ? If I was making that kind of money, I'd be s-u-c-king up to Rich and the Board too. Don't rock the DEI boat.
It was despicable and a huge moral blow for the Head of Compensation and Benefits to strip us of our titles. Then, they announce these new pay bands and I heard from many employees that even after the new "pay bands" that the compensation still fell below these bands. This is despicable and shamefull ! How embarassing to the hard working employees ! This whole job restructuring, salary bands, cutting of benefits and 50 pages of Performance Review Instructional Guide are massive BS !!! We need a change. Bring back the 1 page performance reviews and the Director of Compensation and Benefits should GTFO.
I am a former employee of the company and, unfortunately, I agree with the comments made about the CHRO. From the time she started, she acted superior to everyone. She was so determined to make "meaningless" changes, like changing everyone's title, adding heritage months, and useless employee surveys that have had no impact. Twice a year performance reviews?!? Seriously?!? Not to mention the 45-page instruction sheet that went with it. Stupidity at its best. Meanwhile, morale was dropping by the day. She has had no meaningful impact on the company. Yet she loves to post about herself on LinkedIn - shucking and jiving to a crowd of "diversity" colleagues". She doesn't do anything to support the HR functions or the company
i listened to a podcast CHRO did on Linked in. She talks a good game, but you can tell there is nothing there. Of course LeSaffre didn't know anything about HR either. Mutual never had any leadership whatsoever in HR.
I think that explains its poor salary structure and the type of workforce it has. A lot of good people stayed because they believed in what the Company stood for. But most top talent would not find the Mutual salary programs and corporate culture appealing, so they work elsewhere.
NYDFS needs to mandate that MoA add not only a confidential ethics line, but a whistleblower blower hotline. Plus, NYDFS should force MoA to clean house and get rid of poor performance of the Executive and Senior VPs and eliminate the inefficient Board of Misdirection.
I'm proposing some new HR policies:
- for every 10 "rank and file employees" fired, HR has to fire 2 VPs, Sr.VPs, or 2 Executive VPs. This is in direct proportion to the number of officers to the rank and file
- Shared Sacrifice. 25% pay reductions for all at VP level or above
- the CEO of the company can't make more than 10X the lowest paid employee of the company
- All inventive comp for officers is tied to client and participant survey results.
- the CHRO and CEO takes a tour of all the remaining field offices and they listen to front line employees and implement ideas that will save the company
- Reward employees who work 7 days a week who work their butts off. Those folks are doing "Yeoman's work" and make a fraction of the $700K the CHRO makes. When the CHRO is on vacation sipping mint julips, hard working employees making under $100K a year are keeping the company a float.
- Monetary Rewards and thank yous from the CEO for providing fantastic customer service
- Add MoA client relationship managers to the Board and they will speak the truth and cut through management's spin and BS to the Board. Cut Board pay to $50K per year. Age limit 70.
- Fire all Field Executive VPs and all Executives in Client Operations
"Teamwork Makes the Dream Work"?!? But only for "certain" members of her team. More gaslighting from the CHRO.
So concerned about "improving" the performance appraisal process and creating a culture of "giving feedback". The new process is cumbersome and stupid. 200 people get laid off within a 2-year period and yet the clueless, out of touch, Head of PM actually believes a 45-page instruction sheet for completing reviews is reasonable? The ship is sinking yet she expects people to read a 45-page document on how to put on their life vests?? Talk about out of touch with reality...
I'm a current employee of Mutual of America and the previous comments about the performance evaluation process are spot on. Cumbersome. Complex. Over the top. The guide to completing the review is not 50 pages. It is only 45. But it is a joke. We used to have 1 page reviews. Way simple. Easily understandable. HR no longer is an advocate for the employees. They condone a culture of GASLIGHTING