TriNet reviews about "manager"

A lot of the management is "old school" in the sense that it's more of a boys club and the particular regional manager I was under seemed incompetent. They couldn't explain our MBOs or commission structure and would talk about former employees. They seemed to have very little knowledge of the products and process to close a deal, but would ask for responses to emails at 11PM

No opportunities for advancement unless you know someone. - The mentorship program was so half-baked and Eightfold is an absolute waste of resources. If people don't have enough time to participate in "voluntary trainings" what makes you think they will even be aware of a mentorship program, much less be given the opportunity to participate. Most open positions, especially in any type of leadership, are not posted in a convenient space. Equipment- Since COVID started the support for equipment to properly do your job was ignored. Not by the internal technical team (IT and helpdesk did amazing things with what they were given as far as providing support), but by the entire Leadership team. We were told when COVID work from home started to just bring our laptop, mouse and headset home as we would only be there for about a month. The time to WFH kept getting extended, but Leaders would not allow colleagues to either retrieve equipment to make doing our job easier (we all had a two monitor set up in off, and were now reduced to a single laptop screen) and would deny reimbursements to set up our own work stations in home. So we set up in our dining rooms, bedrooms, and any additional space we could find and spent our own money for the '"convenience" of replicating our work environment outside of the office. Depending on the department you end up in, work/life balance. In my last department there was great work/life balance. I was never denied PTO, was actually encouraged to take it to avoid the burnout. In other departments I was in or worked with, they were overworked, understaffed, and UNDERPAID. When new people coming in are making dollars more an hour than people who have been with the company for years, and those experienced people are expected to train them with no additional compensation, it gets old really fast. The Colleague Resource Groups (CRGs), from the DE&I initiative, have become performative and more of a marketing tool of "look we have this" than anything that is meant to actually produce conversation with anyone in leadership. Everyone is busy, but the leaders of the CRG work (listed as volunteering) for no additional pay, and must jump through hoops to provide actionable events for their groups. There is very little thanks given, but no one wants to quit them because then it can be seen as a "we tried, but no one found this interesting so we stopped" from a company standpoint. In the Minority CRGs the lack of minority leaders to sponsor groups is evident. The DE&I manager suggested combining 2 very different groups, because they represent similar minorities, because one of the groups stated they couldn't find a suitable executive sponsor that they believed would represent them in the leadership meetings. They were then volun-told a "suitable" candidate for their sponsor.

TriNet treats employees terribly, it’s why they are all running to the exit. All this talk about people matter yet they do not treat their internal employees as if they matter. Pay is low, hours are long and executive leadership a disaster.

high turnover with sales reps and manager are usually hired from outside the org

Nothing with my current team. In my previous team, I was overlooked and not given opportunities to grow. There's definitely managers in the company that have favorites and reward based on that, many others enjoy growing their people.

The payroll platform does not currently allow for shift workers who are also salaried. This becomes a problem when you have terms or new hires. We have communicated this need to our account manager, and she said this may possibly be added next year. 401k / retirement communication - I realize this is through Transamerica, but unless it is the annual reporting, our employees don't receive communication throughout the year. It would be a good idea to communicate at least quarterly with reminders to enroll, ways to reach out to someone when you have questions, etc. Also payroll platform related - any payroll cycle that has new hires or terms requires us to an admin pay code in order to override the system's calculated hours for the salaried employees. It would be nice if we could enter those hours without having to do a manual plug. TriNet was presented to our company as specializing in government contracting however there are numerous situations (previously described) that TriNet had no idea how to handle. The TriNet platform (or company in general) is not able to handle employees who live overseas and are required to be paid in euros. It would be really great if this was part of the capability package.

Compensation is an issue and they know it but failed to address it properly. Too many middle managers not doing anything. They started a “Career Architecture Plan” to address the below market compensation and the main complaint and why so many people are running for the exits is still compensation. TriNet is a multi billion dollar organization and they’re getting beat by their smaller competitors. Talent at the top is limited.

Terrible management, high school feeling, manager gossiped poorly about other team members, terrible and confusing culture