Support from management
The team supv. need to possess the training or knowledge, and experience of property or coverage issues. Trying to train others on issues you yourself are not familiar with is detrimental to the employees.
The company uses many different filters when announcing changes or when giving bad news. They hide between percentages and terms that many of the lower level employees do not understand and won't bother to ask. They need to speak to the employees rather than speaking at them.
Attitude towards older colleagues
There are just a handful of 50+ employees in the service center, in comparison to those in the younger generation. Older workers and those who have been with the company are not as appreciated for their experience within the industry.
Real training in policy and estimations are literally nonexistent. Larger companies have actual training centers where employees are schooled in the policy and its company interpretation. In estimatic sate taught by doing the task and learning about actual construction of homes in order to understand your own job. No such thing at CIG. Training is ad hoc at best. Many times the person training has as much experience as the person being trained.
Overall compensation for your work
Salaries are by far the lowest in the scale compared to other large companies. They do offer the typical medical, dental, vision benefits, but they also offer an ESOP after 1 year with the company.
Office / Work Environment
Current software being used is archaic and does not communicate well will field or remote personnel. Processes and systems are repetitious whereby 2 computer screens are used to input the exact information into the same file, but in different areas of the file so that field employees can see them.
"Intake Operators" are told that there are no time-limits when speaking with customers or insureds, but turn around and tell you that you need to limit your time speaking with them. And the reason is that other team members don't take as long.
Micromanaging and constant monitoring of employees in the service center is constant. You are held accountable for every minute that you are not on the phone or at your desk. Need to use the bathroom? You need to enter a code into your computer that you're taking a bathroom break.....and the timer starts to count down how long it took.
If you ask a question of someone which is business related and someone else misinterprets or misconstrues it, you are called into a supv.office and told to watch how questions are phrased. You are also warned that every conversation "filters in" into his office.
No. The past few years has seen major losses in this company. Layoffs and consolidations have and will continue to occur. Workers that have years of experience are being let go due to the emphasis of work has changed.
No. There are no accessible automatic entrance doors to assist the handicapped if needed.
Suggestions for improvement
- Provide better equipment and systems to alleviate repetition and redundancy. Stop micromanaging employees. Provide real training from relevant sources. An auto trainer cannot provide property training. Place management personal in areas where they have the knowledge and experiences in the areas of which they lead. An auto person cannot be placed in a property division to lead them when he has no knowledge of property.
What I like about the company
They have a good ESOP program.
What I dislike about the company
Micromanaging of employees; Lack of proper, relevant and adequate training; an Open Door policy that really doesn't exist where employees feel comfortable in using; continual repetitiveness of actions, processes, or systems; the lack of properly working equipment.