In my experience TriNet doesn't just hand out promotions, equity, big raises or bonuses, etc. You have to ask for them, sometimes repeatedly, and even demand them. If you are smart, work hard, collaborate well and deliver results then they will likely reward you to retain you.
They often promote or hire people into management positions who do not know how to manage people. The result being that some good people leave.
A lot of focus (and money spent) on the sales team so we can bring in maxim new customers. But this overloads the short staffed implementation and customer service teams who are chronically overworked. And more good people leave. In the long run it’s better to bring on less new customers, successfully, who have great first impressions and stay with TriNet as opposed to trying to cram thousands of new employees in our systems, resulting in bad on-boarding and service, unrealistic expectations and high client attrition.
But since we are now a slave to the street (NYSE), we often focus on quantity over quality. We can do both if all departments get the money and resources they need and deserve, in order to best support what sales brings in.
We are getting so big that it gets increasingly difficult to respond to and resolves customer issues quickly (since it often takes several departments to work on an issue, things get stuck, to the detriment of the customer/employee.
