Horrible management and HR Team - werkgeversreview Anonieme werknemer bij Gallagher

1,0
21 aug 2023
Anonieme werknemer
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

The pros are in the past. AJG used to feel like a family. Now the employees are just another cog in the wheel. AJG only values the money makes. Everyone else in a minion.

Minpunten

AJG only cares about the money makers. Everyone else gets pushed aside. Millions of dollars paid to the sales team while everyone else gets told no increases or bonuses due to budget. Good luck going to HR with any of your concerns. Most HRD’s and managers are friendly and have each others backs. If you don’t kiss the ground your manager walks on, you’ll soon be getting your walking papers. Senior leadership, no matter how friendly they seem, will turn their backs on you in the blink of an eye. My direct manager made sexual comments to me which I brought to HR and was told just to ignore him. AJG claims to stand by their core values and the Gallagher Way but all the care about is who’s making the most money got their bottom line and who’s going to keep their heads down and take orders. DO NOT WORK HERE!!

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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