Micromanagement, unreasonable expectations no matter success level, too much one-company seniority, what this means is too many managers or upper management have worked almost exclusively for Gerber Life, so perspectives and understanding of the insurance industry is not realistic, product understanding is limited, diversification lacks, small mindsets when it comes to approaches, and too many protect each other, regardless of errors or violations committed. Western & Southern own Gerber Life, they self insure, so you will run into limited options, denials and other common struggles. Pay raises ride line of being insulting regardless of success. They sell the $1,800 bonus potential and it is typically unrealistic, almost no-one does this, more like $800 to $1,200 and this is impacted by survey scores to a extreme level. Lack of real-time or per-call accommodation based on call type, which was something that was at least sold to me in the recruitment process. Favoritism based promotion, another misleading recruitment issue. Treats employees like numbers, and operates as a company that is twice their actual size, which slows everything, and removes personal touch. No way to work 9 to 5pm, requires 2 late days or all late days for re-occurring weekly shift, may be find for some. Snow benefit growth, especially PTO. Old tech used, with regular glitches, where lines go down, and we have to wait or do random learning. Call center environment to the max, can't miss any metrics, punished for having emergencies, and not for everyone. Too complicated multi-system approach to metrics, PTO, schedule changes, etc. Slow ease of effort implementation, such as e-sign. Feedback that a representative provides, doesn't acknowledge or reward that representative, if and when this feedback is acted on.
