Culture: Talent, Trust and Dialogue

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It All Starts with our Talent

We know that when our people grow, we grow as a company. That’s why we stand firmly behind every employee with support and development that meets their individual needs. We recognize that these needs are changing, and that is why we continually look at contemporary talent practices and how our ecosystem unleashes our ability to access and engage talented employees. 

Trust Strengthens With Open Dialogue, Where All Voices Matter

The work of building our purpose-driven, inclusive culture starts with trust. Trust permits us, as a team, to be curious, forthcoming, open, imaginative, confident and inclusive. 

We accelerate building trust and open dialogue through: Global networks where executive and senior leaders across the organization connect to further shape and align to the strategy, build capabilities and provide voice and feedback on how we operate, our culture and our future;

Let’s Talk Live! monthly, CEO-driven global town halls where information is shared with all employees, questions are asked and all are answered; and

MyVoice, MetLife’s powerful employee survey and listening program that amplifies the voice of our employees and informs action-oriented solutions. 

All Is Possible When We Work Together

Trust and open dialogue allow us to create a world where all is possible when we work together. At MetLife, we are driven by winning together through collaboration and aligned goals and objectives. Guided by empathy to treat one another with respect and care, we work to make positive differences in the lives of our customers and communities, all underpinned by embracing change to grow our business in the right way. 

2021 MyVoice by the Numbers1

83%

response rate

~93,000 

comments; every single comment is read and a feedback session is held with the CEO and CHRO

78% 

of survey respondents answered favorably to “How happy are you working at MetLife?”

84%

of survey respondents answered favorably to “The work that I do at MetLife is meaningful to me.”

75%

of survey respondents answered favorably to “I believe meaningful action will be taken as a result of this survey.”—11 points over benchmark

More from this chapter

Learn more about our approach for our workforce in the links below:

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1 See Appendix for additional relevant metrics related to attraction and retention: Hires and terms, hire rate and termination rate by gender, ethnicity, and age.