If anyone missed they are reducing the 401k / cash balance plan by 2 percent. SLT values young employees over tenured ones saying over 10 year employees receive too much vacation. KC you are the mini me of DR.
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That is why it was done. You captured it exactly
Cash balance was only meant to be temporary for the matching
A company is competitive by taking advantage of cheap indentured labor importation and outsourcing work to sweatshops. If you need to see change then elect politicians that will change laws to protect American jobs by banning H1B, reducing immigration and tariff services from India
I have a feeling that the folks crying “worst leaders ever” are those who are directly impacted by the return to NM’s midwestern approach to business. The ‘startup’ approach/style that we saw the last ten years was a derivation from the norm. I don’t mind giving 2% if it means that NM (and my tenure at NM) survive the forthcoming economic hardship.
Leadership has gotten so bad that now they are calling back people that left years ago. Very poor decision on TG’s part with this new COO. Clearly there was no loyalty and you bring her back? We didn’t think it could get worse than JES. It looks like we found worse with TG.
As an ex employee (Sr. Director) that was pushed out last September, I am not surprised what I'm seeing. The politics are only getting worse, there is no psychological safety, and the benefits are cratering. NM went from Mother Mutual to wicked step mother!
I've worked for several large companies and I've never seen worse leadership in my entire career.
Is NM having recruitment problems that the standards for managerial positions have been lowered so much? There are so many leaders without a basic college degree the NM founders would roll over in their graves.
@gx The ground is shifting under our feet, the white collar job market is now completely saturated and they know it, thanks to this massive sewer pipe of foreigners being pumped in. Its a race to the bottom, soon people who made $100k will be fighting over a $50k salary :(
@c4 AI slop
It’s always interesting to watch how leadership dynamics shift when key roles operate without their usual inner circle. The pace of decisions, the style of planning, even how dissent is managed — all of it changes. And yet, some patterns stay the same: trimming benefits like 401(k) matches and retiree perks, moving people up the ladder based more on connections than capabilities, and calling it progress. The playbook hasn’t changed, but more people are noticing the moves.
Why do we have such a large HR department when every time they talk it is “you own your own career”.
Northwestern Mutual used to be a place which was admired and desired. Those principles have eroded to be “just another company”. There is hope that TG can change that, but he needs to be HIS CULTURE not KC or the former DG which is cut benefits and outsource everything.
Does this really surprise anyone? If NM could, they'd outsource everyone except SLT to save a buck. For some odd reason, the "leadership" thinks that the company is going broke, which it is not. Spending $550 million of a face lift of a building is just asinine.
While they are making all the compensation, the ones that actually work are getting sp-t on. This has been going on for ten years.
First, lunches start going down hill, then the 2017 layoffs, then the cut of insurance, and as we keep going, the end of the 401k match. Now, all of this.
I just want to know what the end game is. Are they purposefully trying to close the doors? Do they want all employees to quit so they can hire cheaper workers? This whole RTO is cr-p. I am more productive at home without people stopping by to talk. Not that I mind seeing friends, but without all the office distractions, I get almost double my work. I won't since they don't pay me to.
Yes, the person that lived in Canada who KC hired and now says she lives in the USA to get employment. From infosys contractor in Canada to VP of HR. Good to be connected when you have no experience or management experience. She’s a treat she’s worse than KC, challenger her you are GONE.
In HR Culture is loyalty there is descending opinions or KC will see that you are pushed out. It is the least health department lead by an unethical leader.
CULTURE
Sounds like those 2026 benefits changes they were working on were announced?
@cd KC just hired a remote person to run HR 4 Tech from her past team, who hasn’t done the job before. No need to qualify — as long as she does what she’s told, she’ll do just fine
The pto changes reinforces the culture changes at NM. Prior you worked your way up and earned things. Now it’s just given to you, reinforces the two tier class system at NM. Sub 10 years we are not competitive over 10 you have way too much! Corporate comms should be read that as an employee with a functioning brain.
The 2% skimming they’re doing seems more about ensuring SLT preserves their privileged culture—like heated underground parking in the Jackson building, which appears to be the only real amenity there. Private back-door entry and avoiding eye contact with employees just reinforces the disconnect.
TG, it’s hard to believe you’re truly unaware of how visible all of this is to your employees. KC often speaks about the importance of the people function, but let’s be honest—it only seems to apply to her inner circle, not the 8,500 people she’s supposed to lead. As many have pointed out, she’s essentially following in DR’s footsteps, the same person who brought her in. Nothing has changed except the name on the door. It's all about ego and "my people first"—a truly disappointing direction.
There’s a growing concern that the CHRO may be referencing a different employee survey than the one we participated in. Her commentary often seems disconnected from the actual sentiments and challenges employees are facing. Among those who have worked closely with her, there’s a perception that loyalty is valued over performance, which can discourage transparency and accountability. Moreover, it feels risky to voice concerns or offer dissenting views, as doing so might put one’s position at risk (culture). This contributes to a culture of fear rather than one of trust and collaboration — something that should be addressed at the senior leadership level.
@OP Nm has turned its back on its tenured employees. And keeps taking away benefits which makes it harder to leave/retire. At this point they can’t start over somewhere else.
@a3 key word: “in the long run”. When you’re nearing retirement it may not be as beneficial. And don’t even get me started on the PTO.
@OP at least DR was good at public speaking and wasn’t afraid to real talk. KC is the queen of do as I say not as I do. Preaches leadership principles she doesn’t model. Low integrity. Management from a distance. Optics over outcomes. Control over influence. Loyalty over logic and performance. Don’t question her or she’ll find a way to take you out. DG found out the hard way. Now tech is layered under the little drummer boy and KC is hoping everyone forgets BR was fired less than a decade ago from SLT. recycling old garbage can’t hurt when you haven’t been able to retain a CIO longer than 2 years in the last 6. Shrug.
I think it was pretty clear the extra 2% was temporary when they gave it a few years ago to account for the lower return on the cash balance plan. In the long run you’ll make more with 4% invested at 8% than 6% invested at 3-5%.