Insperity reviews

Annual merit increases are typically around 2%, trailing inflation in most years. Employees who assume significant additional responsibilities after staffing changes often receive only minimal merit increases (3.5%) relative to the expanded workload. Bonus payouts are heavily tied to company performance. Bonuses have been significantly reduced during weaker company results even when individual performance remains strong. Health insurance premiums have increased annually while deductibles have risen and coverage has narrowed. The 401(k) advertises up to a 6% match, but without a true-up provision, employees who do not contribute evenly throughout the year may not receive the full match. PTO policy changes created a separate “PTO plan year,” limiting flexibility and effectively restricting time off during late December. Financial support for professional organizations and education-related travel has been reduced. High performers frequently absorb the workload of under-qualified or low-performing employees, with limited performance accountability. There is a noticeable pattern of nepotism, with spouses and children of employees frequently hired into roles, which negatively impacts perceptions of fairness and merit-based advancement. Corporate support functions (legal, IT, HR, and security) appear overstaffed relative to output yet often lack the depth of experience, technical expertise, and strategic judgment necessary to effectively support operations and manage risk. Workplace culture can be politically and socially divisive. Political viewpoints are openly expressed in professional settings. A charitable donation to a nonprofit supporting an underrepresented community was denied through the company’s approved giving platform. There have been instances of inappropriate workplace conduct without visible accountability, including public commentary involving racial stereotypes and a presentation mocking DEI initiatives delivered during work hours. Employees who raise concerns or propose improvements may be characterized as “not team players,” creating a culture that prioritizes compliance over innovation. Under-performance is often tolerated when individuals are culturally aligned with leadership. Recruiting experienced and highly educated professionals is challenging, and there is an internal perception that highly credentialed professionals do not remain with the company long-term.