Highly hierarchical and status-driven culture with excessive politics, silos, and poor cross-functional collaboration. Leadership often prioritizes optics, control, and internal power dynamics over competence, clarity, or long-term outcomes. Operational leadership is weak for an organization managing billions in retirement savings – basic systems, processes, and communication frequently break down, while employees are expected to absorb the chaos. High performers are often overworked, unsupported, or pushed aside, creating a cycle of burnout and turnover. There is also a noticeable disconnect between the organization’s external marketing narrative and the actual employee and member experience. Instead of simplifying retirement and improving member well-being, internal dysfunction and ego-driven decision-making often create unnecessary hurdles for both employees and the people relying on the fund for their future security.
