Thrivent Financial Jobs & Careers in Easton, MD

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Thrivent Financial Reviews

129 Reviews
129 Reviews
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Thrivent Financial President & CEO Bradford L. Hewitt
Bradford L. Hewitt
77 Ratings
  1. 1 person found this helpful  

    Excellent benefits - that's about it.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    I have been working at Thrivent Financial full-time for more than 5 years


    Hands down great benefits that are nearly impossible to beat, office culture is ok.


    Employees who have 20+ years of valuable and qualified experience for a promotional role are not being considered for these roles because of age discrimination. Cubicle environment creates micromanagement of employees. Constant organizational chart changes cause employees to get cut, especially at the higher management levels. Very little training is offered to Financial Representatives in the field and for numerous roles within the corporate office. The company boasts specific ethics, morals, values, beliefs and claims to embrace a culture of volunteerism and professional development however employees are being reprimanded by peers/managers for volunteering or focusing on professional development because those activities require time spent away from duties in their current role. The company has made foolish business decisions in the last few years that are damaging to the company's Christian reputation. Many managers throughout the organization do not have a good tool for measuring employee performance and instead are using the old high-school approach of utilizing open forum peer reviews where co-workers go as far as criticizing each others personalities, criticizing home life demands (employees with children/families) often times providing feedback that is dishonest, harassing, unprofessional, untactful, non-constructive and lowers employee morale, creates dishonesty, animosity and a "I'll get you back" response on future peer reviews (they are a strategic game). Employees who are taking care of aging parents or who have an immediate family member ill with cancer and need special work schedule accommodations to care for their needs are given grief from peers/managers because "it's not fair to the rest of the team." This is a very large organization and you will not go anywhere unless you have friends who are in upper management.

    Advice to ManagementAdvice

    Provide your managers with better tools to recognize talented employees and measure employee performance, ban the child-like employee peer reviews (popularity contests) company wide, stop the age discrimination - it's ok to promote those who have the valued experience even if they are close to retirement age.

    Doesn't Recommend
    Neutral Outlook
    Approves of CEO