MetLife Leadership & Management

Managers at MetLife support employees through coaching, regular development conversations, open communication and alignment to business goals. Leadership is framed around helping employees grow while connecting their work to MetLife’s purpose, customer commitments and New Frontier strategy. 

• Coaching employees toward growth: MetLife equips managers to support development through career conversations, individual development plans, Coaching@MetLife and leadership programs such as Leading the Future. In 2024, more than 3,000 leaders used the Leader Expectations Tool to receive feedback on leadership behaviors. An assistant vice president said effective managers understand employees’ different skillsets, learn what motivates them and provide opportunities where associates can thrive.
• Clear direction tied to strategy: MetLife leaders connect employee work to business priorities such as extending leadership in Group Benefits, accelerating asset management growth and expanding in high-growth international markets. Monthly CEO-led Let’s Talk Live! town halls and leader listening forums help employees understand company goals and how their work supports customer and business outcomes. A vice president said she trusts MetLife’s strong leadership and believes leaders genuinely care for shareholders, customers and employees.
• Feedback, visibility and employee voice: MetLife uses its  MyVoice employee survey, listening sessions and team conversations to gather feedback and set priorities. The 2025 MyVoice survey was our eighth, and it received our highest participation rate ever, with 86 percent of employees responding. A software platform engineer said her manager encouraged her to “create opportunities,” build connections and stay curious, while also providing guidance for product culture, major events and idea sharing.
• External signals:
  • Manager and Peer Support: Employees on external review sites highlight approachable management, supportive teams, hands-on training and internal advancement.
  • Leadership Scores: Employees on external review sites give MetLife leadership a 74/100 score, including a 77/100 CEO rating and 74/100 manager rating.
  • Employee Trust: A Great Place To Work survey points show 89 percent of employees say management is honest and ethical while 92 percent say new employees are made to feel welcome. 

Bottom line: MetLife managers lead by coaching employees, communicating strategic priorities, listening to feedback and creating opportunities for recognition, growth and meaningful customer-focused work.