However imperfect, under Moran there was a Spirit of America as was our tag line before the Spirit of Greed. The culture did foster caring of those inside and outside the company. It was a conservative mindset, and of tailoring to special needs of any kind of the customer and making adjustments to individual needs of employees. The benefits were unmatched even if salaries were not the highest, and the bonuses made up for a lot. Those that did get to be around for years were well taken care of until the slashing of benefits even for retirees. The lies and deception and greed of those after Moran brought it to this point. The perfect example of how the spirit died is the Christmas tree now in the lobby in the Boca building. Small and off to the side in the lobby, as opposed to 20 feet tall and centered in it as it always was over the years. Sad were they took us and didn't need to happen. May God bless everyone there and those now not. And may DEI come to an end, as that was part of the mindset that took us away from what made the company great, and America itself.
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Nepotism, Nepotism, Nepotism, Nepotism, Nepotism, Nepotism, a White Old Boys Club management style, Decades of Nepotism, Decades of Failures to bring Fresh Talent on board as new management to Innovate, to Grow Technology, to be committed to superior customer support. Out of touch for decades. Outdated technology--Nepotism, Nepotism, Nepotism. For decades--Their most Brilliant talented staff who were actually Innovating--seeing no advancement here--fled their jobs to have so much better careers elsewhere!!!
Thank you John Greed for the demise of Mutual of America and for bringing Chris Festog back to help destroy the Company from within! You both belong in JAIL!
You’re a disgrace to the working people at Mutual of America!
#lockupGreed&Festog
Hey, Hey, Ho, Ho, the CHRO has gotta go !
The CHRO is racist! Check out the demographic of the people SHE laid off.
Tara Favors needs to go next! A ton of salary with little return other than "heritage months".
Company Culture is set by the Board of Directors and senior leaders. Problem is the people on the Board have an average age of 75 and probably many would have difficulty passing a cognitive assessment. MoA needs a new board who is fully engaged who has has EXPERTISE in all areas that MoA has problems in. The Board needs to hear from FRONT LINE employees and not the lies of ma management. Allow the FRONT LINE Employees an avenue to through Senior Leadership under the bus. That is the only way to effectuate change. May God Bless the Hard Working Employees of MoA.
DEI didn't get this company where it is. Greed did, both as a company ethos and as a person. Nepotism did. A steadfast and abject refusal to innovate in any meaningful way did. Moves to try and innovate were done late, and executed incompetently. Failed leaders all the way down to regional office managers got to stay for eons past their shelf life. Starting a fund to pander to Catholic Values, is that the DEI you are referring to?
What made the company "great" was service. Clients knew the product was not great, pricing was a joke, but the service kept them around, particularly in the small market. Losing service is how this company lost its way.