What Advice to Management Sounds Like in Insurance

We’ve collected 50 “advice to management” tips of current and former employees of insurers via Glassdoor . Here’s the full list:

1. Aflac: “Continue to provide the training, technology, and us tools necessary to help get our business started. I had great training and love my career with Aflac.”
2. AIG: “If diversity is so important stop laying off top diverse talent.”
3. American Modern: “Care about your people that you “lead”. Stop giving attention to the butt kissers and recognize hard work. Stop backstabbing people and gossiping and being inappropriate with your employees It’s sick. 8 years if my life miserable listening the whiney people constantly AT work.”
4. Amica Mutual: “Treat everyone the same.”
5. AmTrust Financial: “Read your email before passing the buck.”
6. AON: “Hire more people and focus more on quality and deliver a consistent message across locations and managers.”
7. Assurant: “Build relationships with front line staff so they can feel comfortable to easily discuss issues and ways to make things better for the staff and The insured.”
8. CNA: “Promote from within, and do so voluntarily, not when being forced to to prevent talent from going elsewhere.”
9. CoverHound: “Already good leadership, keep helping your people grow not just at CoverHound, but overall for career development.”
10. CUNA Mutual: “Be cautious of vendor solutions that take time and money to put in place and unwind. Keep full control of your systems unless they are stand alone or IT tools or it’s a business area the company is exiting.”
11. EMC Insurance: “Watch what your underwriters do & give those we both experience an opportunity to use it. Don’t treat them like they are children. See who comes in early & stays late and who never comes in the office. Split up the business among all underwriters by production #s instead of assigning 2 agents to 1 Underwriter & 24 to as another.”
12. Erie Insurance: “Don’t give up on those that have been there the longest – and don’t assume that just because you’re getting someone trained by GE that you are getting a valuable employee – it is a known fact that many brought over from GE and put into high positions were, in fact, on monitored performance at GE. But because they came from GE, they were seen as more valuable.”
13. Esurance: “Management is awesome.”
14. Fidelity & Guaranty Life: “If early out on Friday is expected through the summer then make it a benefit not a burden for hourly employees.”
15. GEICO: “It’s an unreasonable request, but please be less cult-like in your approach to training sales agents and be forthcoming about the threat auto insurers face from self-driving cars for employees looking to build a career with the company.”
16. Grange Insurance: “It does not matter the advise I give, you will find reasons my review is inaccurate.”
17. Great American Insurance Company: “Get new management.”
18. Guardian Life: “Don’t be so self- serving.”
19. Hanover: “You need to recognize tenure and encourage staff to grow into better roles.”
20. Hartford: “Hire more people with experience who can also relate with the Millennials. This does not mean ‘only hiring’ from this demographic, understand the Xennial (1971-1978) is a forgotten and most influential group,for recruitment. As a former employee I would work at The Hartford again if given the opportunity.”
21. Homesite: “Focus on doing the right things, not everything.”
22. Insureon: “Stop playing favorites. Only the CEO’s buddies get recognition or perks.”
23. Liberty Mutual: “For the love of god, stop doing re-org’s so we can focus on our work.”
24. Lovitt & Touché: “Research progressive discipline programs.”
25. Markel: “Establish top down strategic vision.”
26. Meemic: “Stop hiring slackers, listen to employees. Hr needs to get on the ball.”
27. MetLife: Try to keep your talented learners regardless of their major. I’m now making almost three times my old salary am pursuing my MBA. Get rid of the rating system and the forced curve.
28. Metromile: “Metromile seems to be fighting a battle on too many fronts and seems to be confused as to which one is the most important battle. This doesn’t necessarily affect the everyday workings of the average employee. In fact, probably makes it easier on most because there’s no real pressure to deliver on any one front and most of the senior staff takes the brunt of the pressure. Ideally though, they would have figured these ….”
29. Mutual of Omaha: “Please offer a student loan repayment program for employees who already have a degree as this is a growing trend. This would make employees for life!”
30. National General: “Be more specific with job description and don’t give management jobs to people who don’t know how to manage.”
31. Nationwide: “Corporate needs to figure out how to run efficiently and cut some fat so they dont have to give the axe to productive centers.”
32. New York Life: “Stop saying the same things over and over trying to push the agents. Show proper directions. Show it, don’t say it.”
33. Northwestern Mutual: “Management really only acknowledges your existence if you are leading the pack because there is such a large turnover rate.”
34. Oscar: “Keep it up! Put Google to shame when it comes to incentives and fun activities to do on breaks.”
35. Plymouth Rock: “Managers need to be held accountable and should be more ethical in their dealings.”
36. Progressive: “Do not micro manage.”
37. Pure Insurance: “On a national issue – address the workload.”
38. Safe Auto: “Stop adding wood to the fire before it gets a chance to burn.”
39. Selective: “Conversely, stop throwing people into “sink or swim” situations with no guidance and no support. “
40. Sentry Insurance: “Be more personable and less corporate.”
41. State Auto: “Technology helps with the day-to-day workings but, people make the difference. Invest in your people and they will pay dividends. Shareholders like dividends.”
42. State Farm: “We’ve paid multiple third party vendors millions of policyholder dollars to tell us what we already knew about OUR business, implement changes that were not to the benefit of OUR customers (remember those MUTUAL policyholders – the ones, who in theory, own our business??)”
43. Stillwater: “The top two executives should be fired as it was very obvious to me that they didn’t know what they were doing. Their de-emphasis of customer service was second to none.”
44. USAA: “Continue to offer rotational positions that allow employees to develop new skills and provide greater opportunities to utilize strengths.”
45. USLI: “Be wiling to work around family schedules if you’ve got an employee who is working hard and doing a great job.”
46. The Phoenix Companies: “Bottom line is important, but don’t forget the people.”
47. Transamerica: “Fix the underwriting department.”
48. Travelers: “Hire me back, I was a good employee only left because of personal circumstances.”
49. Willis Towers Watson: “If you set forth new rules and guidelines hold everyone to these rules and guidelines.”
50. Zurich: “Value all segments of the company, not just underwriting. Place more emphasis on quality of business written rather than quantity.”