Pros
•Competitive compensation •Tuition reimbursement •Pension •Other benefits decent
Cons
•Lack of direction - I had 10 managers in 6 years but only ever changed jobs once. I was told that managers are shuffled to groups they have no experience with every 2 years as part of their development. You can imagine how this impacts employee development. •Limited connection between individual performance and bonuses - 2 years in a row employees in my group were told that our bonuses was funded at a lower level because of high claims payouts due to natural disasters. Those same years the CEO earned ~$50M. He and the current CEO later explained that this was due to phantom stock earned over a long career appreciating due to solid performance and that his normal annual compensation was closer to $15M. For the record, I'm not against big company CEOs being highly compensated (I think Jamie Dimon and Lloyd Blankfein earn it), but for a mutual company owned by policyholders, $50M in compensation because of strong performance while I'm told I won't be getting even half of my bonus because it rained a lot last year seems odd. I wonder what his $50M compensation would have been if the weather had been better. •Broken promises - As a company that's grown significantly through acquisition and dealt with dozens if not hundreds of "redundancies" as a result, you'd think that the company would be able to handle a delicate situation like a significant re-org with some finesse. Instead the updates employees were promised either consisted of "we're still working on it" or missed entirely. •Purposeless Performance Evaluation - Every year employees spend a significant amount of time writing goals and having their performance evaluated. Turns out this measure of your performance is not taken into account at all when layoffs are considered. You can have performance above 100 every year you're there and that will not be considered at all when someone decides whether you get laid off or not. This is not conjecture. I was told this by my manager and HR. •Waste - It isn't difficult to see where employee bonuses went. Upon taking over for $200M man Ted Kelly in 2011, CEO David Long remodeled his office at a cost of over $4.5M ($3370 per square foot). This does not sound like a responsible mutual company acting in its policyholders' best interests. And I can see why a company might need one or a couple of private jets, but 5? Seems like someone's trying to top RJR.