Huge Turnovers / Unsupportive Management - werkgeversreview Anonieme werknemer bij Gallagher

1,0
5 dec 2018
Anonieme werknemer
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

The facilities at Rolling Meadows is excellent.

Minpunten

The benefits have deteriorated each year since I began. We now only get 1 sick day a year and raises, no matter how hard you work, are minimal and they release them later and later every year. They do not offer cost of living increases. Management says they have an open door policy but when you go to them regarding witn an issue - whether it's needing help on how to do something or an issue with an employee - you are either spoken to as if you are the issue or they save it for your review as to how you don't know what you are doing. Huge turnover in this company due to issues such as these and when the remaining staff is struggling with the extra workload, management tears them down instead of giving encouragement. They require us to watch training videos about how Gallagher cares about its employees but, in my experience, it is not the case. Their HR department is very difficult to get assistance from - everything is emails and tickets and their version of resolutions is to send you links and then close your inquiry.

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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