We had the annual employee culture survey last week on working conditions. I looked through it but did not hit send. I have to say there were very few questions if any about how employees felt HR, the HR officer, recruiting, compensation, or leaders in field operations were doing. Lots of questions rating our direct managers. Company will try to tie low responses and blame managers so senior managers are insulated. Many feel the workloads in many field offices and in various areas like operationally like loans, new plans, payroll integration are still bonecrushing and management has no gameplan.Anywho, let hope the results lead to real change and the canning of a few incompetent execs. Our hope the survey results will be released two weeks before XMas so that 50 people can get blindsided a week before the Lord’s birthday
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@1dr dismissed. Settled. Undisclosed sum
Happy Hispanic Heritage Month !
At the next quarterly pow wow by the firm of Rich, Janofskee, and Flavors, they need to fully disclose what the CEO and all Executives with a title make. Need to disclose Board pay and outline all bonus and perks. WTF are these 3 year vesting shares costing the company
$9.256 million each year. Truly excessive and self selving.
@1dv $700k !! For real ! What have i been doing wrong. they make more in 1 yr than i have in the past 6 yrs combined. They must be 6x more valuable than me and I even have an MBA from a well known school.
@1fr o c'mon man. Don't take yourself too seriously mate. U probably make $500K-$700K per year. Get a life why dontcha
@1dr is it ABoss or Ab-a-s ? Was always confused what his name was
Does our HR Director really get paid $700K per year ? If so, she has made the same amount of money in 4 yes than I have made in nearly 30 years slaaving away. That is mind blowing and crazy. I am so jealous. How is the pay disparity inclusive and equitable.
The issues with HR are:
- 50 page annual performance management
- Job architecture with jobs which favor outside hires.
- Many, many demotions and stripping of titles of people in home office and field. This devastated morale
- Back breaking workloads for CRMs and many people in Administrative Operations. Poor recruiting. Bad hiring. Even worse training.
- Not acting to employee feedback and holding back survey results
- Not visiting field personnel and traveling to each office to meet the teams
@yy Did the lawsuit against Abass Mooloo get settled or tossed ?
@14d Black Lives Matter. White Lives Matter. Asian Lives Matter. Women Matter. Men Matter. Field Associates who have gone through he-l the past three years, really matter. Come see us in the field.
@14d They are not cheerleaders; they are executioners. Does the butcher go to the stockade to lift the morale of the pigs and cattle before taking them to the sla-ghterhouse? You still don't get it do you?
@yv hr was only carrying out Greeds and Riches orders. Can't blame them for following orders. Where they went wrong is not engaging with associates in the field offices. 350+ employees at one time. HR should visit each field office. Do a 2 hour listening session. Get a tour of the office. Meet with management and take the office out to lunch. That would go a long way to help morale and it would help improve the CHROs and HRs & Dir of Comp/Data image. They never travel. Come out and see where the revenue generators live and work. All Associates Matter.
Given the recent settlement with Engen, as well as so many others, I don’t think the CHRO should be bragging about avoiding lawsuits. Seems like the culture that’s been allowed to fester there has proven to be a problem. No one in leadership there should hurt themselves patting themselves on the back. Just a fact.
Oh Tara, bless your heart. The only thing preventing the lawsuits from coming in were the severance agreements. That had nothing to do with you sweetheart. Those poor people you dumped, were underpaid for years and only took the severance because they needed the money & healthcare after your leadership circus shoved them out the door.
And you brag about trimming "dead weight". No, you let go of plenty of hardworking, talented people too. But of course, you’d never know that since leaving your office and actually meeting them wasn’t high on your to-do list.
Instead, you brought in your overpaid Prudential cast-off, who failed upwards into a Head of Comp role, just so she could spend her time chopping titles. Real groundbreaking strategy, Tara. Real ROI there.
And let’s not pretend, you desperately hid your own salary from your team, because, God forbid anyone see how wildly overpaid you were for delivering… drumroll… heritage month webinars. Sixty minutes of you and your bobblehead sidekick nodding like dashboard ornaments while your handpicked speakers told you how enlightened you are. Wow, truly Wall Street-level innovation.
So no, Tara, you don’t warrant your paycheck. You weren’t even plan B. You were a diversity hire who wasn’t the first choice, the second choice, or even the third. But congrats on fooling yourself into thinking otherwise. That’s one talent you do have.”**
@sr because this "incompetent" CHRO is "competent" enough to "manage-out" a significant percentage of long term employees(deadweight) without triggering expensive legal action from the State and Local authorities and from the terminated employees. The CHRO more than earns the wall street salary. The return on investment for my salary is quite high.
How can anyone have any sort of satisfaction or morale working at a company that pays and absolutely inept and incompetent CHRO as if she’s at a Wall Street firm while 75% of the employees are getting paid below the poverty rate?
@hm because people have left
@hm pension is not impacted. It will remain underfunded by $50-$100m. Big plans on horizon though
@hm The New Hire in HR is assigned to clean and root out dead wood and scrub the toilets with a toothbrush w/no brissles
@hm hr is always immune from reality. so he’d of recruiting & compensation/data.Backbreaking workloads for
many of my coworkers in client relationships management, plan deconversioms, conversions/new plans,
underwriters, employer records, and the payroll set up team.
Mind blowing work while others like he hiring, no hiring for many in ops. overwhelming.
Heard they just hired another person in HR. Is that true and if so, why? With all the layoffs taking place, seems like they wouldn't be adding people?
How is the pension plan affected with all these changes?
@OP one of the things we miss is the birthday cards, wedding announcements, funeral announcements, celebrating anniveraries w/the companies
holiday parties even our rvp takin us out for lunch.
there are no more awards or recognition. thanks yous are few and far between. commaderie is low.
this
Is all bout culture. simply birthday cards or cards from HR saying congrats on 20 yrs of service. not expecting a gold watch but just a little somtjing for 60 hr weeks over the 2 decades. family feel except for nepotism is long gon. Gone by bye