Gallagher reviews

1. Recruiters nor interviewing management will tell you that they are expecting you to handle litigated claims, property damage (vehicle) claims for the insured and claimant, the claimant’s bodily injury claims, nor general liability claims - this is too much for one person (caseloads are 160 & above) because they can’t retain staff because of the lies they tell in order to get people to work for them 2. They want your email inbox to be at 150 and below - you have to email management every week to tell them how many emails you have & the oldest date 3. Every week they also want a count of your voicemails. The director will call your extension to see if your answering the phone or to see if your voicemail is full 4. You’re only allowed to have a maximum of 25 past due diaries however when you’re handling multiple lines of exposures/business it’s hard to do & they don’t take into account that they “purposely” bamboozled people into taking because they know during the recruitment/interview process smart people will know that the workload will be too heavy 5. You only get 1 week of training which is basically learning their chaotic system. In that one week training they will tell you that your branch will train you which is a lie. There is no “formal” branch training. Management will just tell you to read the file notes in order to learn your job 6. Management will not respond to your emails if they don’t know the answer. You have to wait weeks at a time and constantly remind them that you need an answer in order to move a claim file forward. 7. If your working from home and inept management feels that you won’t dance to the beat of their drum they will make a recommendation forcing you to come to work in person 8. They’ve recently started telling adjusters that if they don’t have their workload caught up they will not honor any vacation/paid time off requests 9. Management lies on each other in order to not take responsibility/accountability of wrong information that they’ve provided (yes I caught a manger in a lie) 10. Their sales team oversold the company to self insureds because they don’t have enough staff to take on all the new business. We have people constantly leaving because of the beforementioned.

This place is a sinking ship...A large percentage of senior producers and consultants have jumped ship in the last 12 months due to extremely poor leadership and lack of support. Their clients have left as well. Revenue is hurting big time with one or two senior producers left that somewhat prop up revenue numbers across the board. If you’re not already trained and tenured in employee benefits, then this is not the place for you. If you are, be prepared to have no support for your benefits clients. Management has no effective way to train new hires from other industries and surprisingly has no interest in training you. They hope you just know how to open doors and somebody else will go sell it for you and at some point you will learn stuff as you go. Didn’t come here to be a robo-dialer and eventually learn the industry piece by piece over 10 years. That is old school insurance industry stuff from the 1980’s and 90’s. No millennial is going to wait years for training that others would provide in the first 6 months of employment. Sales leadership does not exist for Gallagher Benefits Services. All sales managers are also Operations managers (area presidents). This is extremely counterproductive to sales development as they are much more focused on their budgets for their entire branch rather than training/developing new producers (industry jargon for sales reps). This is an old industry and an old company that has acquired its way to growth. While the corporate intended culture is good, they have acquired too many firms way too fast and never confirmed that leaders were in leadership roles. Each office still refers to themselves by their company name prior to being acquired by Gallagher, even if it happened 10 years ago. This has led to massive egos of former agency owners and senior producers acting like royalty and being treated differently than other producers. It’s a ‘kiss the ring’ mentality and has fueled gossip which has surprisingly impacted management decisions on personnel. Somebody doesn’t like you? They can just start a rumor and try to tank your career because management will react to rumors. It’s beyond petty. Due to their fast growth, unfortunately, they don’t know how to train people to sell their services. Read that again. It’s really a shame. Might be a good company if they knew how to separate sales from operations/client services and how to train their producers to sell their services.