Long hours with no light at the end of the tunnel. - werkgeversreview Senior Claims Representative bij Gallagher

1,0
8 mrt 2009
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

There are nice co-workers to work with.

Minpunten

The management has exceptions that are not obtainable. Home Office has way too many in house requirements for reports. They have a report that they run every Tuesday. The management wants to be sure that the reports are perfect. If so, they feel that they are meeting the goals that they are doing well. In the meantime the examiners can't keep up with work that is not on the weekly report and management does not offer any solution. It is "Fly under the raider" attitude. Everything else can go unattended. The client is not getting "A" service as they claim. The attitude towards working extra hours is expected in order to keep up with extremely heavy work flow. Told that with more work comes job security. Employee's can't voice their concerns about not being able to service the clients according to best practices. If you voice your concerns, you get brushed off by stating that everyone should be happy to have jobs with todays economy. They do not meet best practices.

Ontdek andere reviews over Gallagher

5,0
18 jun 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Flexible, Great Team, Mentorship, Opportunity to Grow and Gain Insurance Knowledge

Minpunten

I have enjoyed my time here

4,0
8 jun 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Great work-life balance as a remote employee. Management is approachable and genuinely willing to help when it comes to workload — you never feel like you're on your own.

Minpunten

Mentorship is largely self-driven. if you don't seek it out yourself, it won't come to you. Systems and internal processes can be slow and tedious, which adds friction to an already fast-paced workload. Compensation does not reflect the complexity or volume of work expected. High performers who are ready for the next step would benefit from clearer, more proactive promotion paths. When that structure is missing, talented people disengage quietly long before they ever leave.

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