Principal Financial Group reviews

While our benefits are a definite plus, there's a growing feeling among the team that our overall compensation isn't keeping pace with the market. This isn't just a whisper; it's become a topic of open conversation, even in our all-hands meetings. It really points to a deeper issue with our current compensation structure. When raises are tied to strict budgets, often leading to minimal or even zero increases, and we're not accounting for inflation or loyalty through years of service, it creates a tough situation. Employees can feel like they're in a constant race for a small slice of the pie, which inevitably affects morale. We're seeing a pattern where talented people realize they might actually get a better offer by leaving and then potentially coming back. That's a strong signal that our approach to retaining talent might need a fresh look. The current bonus structure, while well-intentioned, seems to be causing some confusion and disappointment. Employees are often given an expected bonus percentage, but the reality is that the company and individual performance multipliers rarely hit 100% simultaneously. This means an anticipated 15% bonus can often land closer to 11-12%. This gap between expectation and reality can be really deflating and makes the bonus feel less like a true reward for hard work. If you're within a certain distance to the office, you're required to be in office at least 3 days a week. Many teams have several remote employees, so all meetings are still conducted over web.