If you could change one aspect of your employee work experience at MetLife what would your wish be? Seriously though.And this is not BJ.
Let’s get to root of poor morale. I’ll start with the obvious elephant in the room:
I wish ML would be more transparent through acknowledgment and honor of true employee voice (Stop spinning facts & hiding from reality). This would solve a lot.
I wish the bloated amount of AVPs would have real work to do, like the rest of us. AVP is a level here that is all show and no substance.
Spot on @1tpc+1g2dUlZU .
If we saw the raw results, and the raw comments, we'd at least know what the employees are actually saying.
If somebody high enough in HR to actually make changes needs a thread on the layoff to tell them genius ideas like a) invest in actual R&D 2) don't outsource your tech support to the Philippines if you want anything done in a timely manner 3) have enough headcount so people aren't drowning in work...
That says a lot about our leadership and I'll still be glad that they implemented the changes. I don't care if they steal my ideas. Steal away Black Jacket.
OP here. I am not in HR. Just frustrated like the rest of us. And it seems for many of the same reasons.
It’s nothing more than a job for me right now. Where sadly, it was once so much more.
Gaining perspective of what my fellow employees are thinking….and REALLY thinking is validation. It’s obvious by lack of support and collaboration on Yammer and MetLife.com that there is only a handful that are drinking the Kool aide right now.
And yes, I can find another job but not ready for that just yet. I’m choosing to stay and be true to myself and use my voice. I’d like to know genuine voice of others as we never do get to see raw my voice results.
I agree that the mentorship model you describe does not work. For anyone. And raises the point of unethical behavior. Individuals trying to get ahead for themselves. No one else but themselves and certainly not for future and best interest of MetLife. The point of raising “mentorship” is to invest in future of company.
@1amb+1g2dUlZU - I didn't know that the Future Leadership Program was partly a way to get more work out of people. But, that cleverly makes sense. From the company point of view, anyway.
But on this "mentorship". How about just do your job and figure out things for yourself.
Mentorship, especially when a females asked to be mentored by a male, is a scam. But, it not clear who is getting scammed. Probably the other employees, especially males, who are not being "mentored" are on the losing end. But, it can't be good for the long term self-esteem of the "mentee" either, can it?
I think a lot of cr-p going on under the label "mentorship".
This sounds like exactly the kind of question that HR would pose, fishing for help with their jobs.
Nonetheless, the one thing I'd change is get authentic people as managers.
Most of them, are incredible bull artists. They are so full of it, that they forgot what it's like not to be full of it.
Why would you need to mentor new leaders when careers are a lattice not a ladder? /s
Leadership shifts.
More Mentorship.
Each executive leader appoint a future leader to shape. Not just a secret succession plan. A dedicated role where a future leader is directly contributing while shadowing/learning on the job along side of leaders. And no…not the old Leadership Development Professional model. That program was broken where future leaders were treated like work horses and were not connected or groomed at all by leaders of company.
I agree with the post about investing in future. Capital investments for systems infrastructure.
Better benefits! Express Scripts sucks and so does our dental plan.
Mandatory executive and senior leadership job rotations every 2-3 years.
@mfq+1g2dUlZU half? Why not all the leadership? We'd probably be better off starting from scratch at this point.
@pnl+1g2dUlZU the problem with unlimited PTO is 1) you're leaving money on the table since there's no payout for unused unlimited PTO 2) numerous studies have shown that companies with unlimited PTO policies have employees that take less vacation time. You'd be better off taking the Italian approach and giving everyone 8 weeks PTO annually. And then actively expect people to use it. And not run such lean operations that there's too much work for people to have time for vacation.
Actually invest in the company. So many times I've been told I can't have something that would make my team's situation better because of cost yet McCallium finds plenty of money for stock buybacks. So we continue the slide into mediocrity because we're too cheap to pay for quality.
We're going down the same path as Boeing, enriching the top employees while starving the rest of the company. Boeing will be bankrupt by 2030 and at this rate it wouldn't surprise me if MetLife follows suit.
Better tools and clear processes and models that support career advancement opportunities. My Path and Lattice analogy is not a direct solution for this gap. There seems to be a void here that can feel as though an uneven playing ground.
I've been asking myself that. If I figure it out, I'll know what to look for in the next job.
Empower the workforce. Expand Future Work model to offer a true flex model, work from anywhere and unlimited PTO.
Fire 1/2 of the leadership and replace with people who understand technology, people management, and ethics.