SelectQuote reviews

Micro management. Metric management. During Annual enrollment period, work life balance is ridiculously unbalanced. Asking for more time in the phones and pay has been reduced twice in the last year. Unfair treatment of employees, discriminatory policies and procedures with leads and schedules. They hide behind the metrics to allow the discriminatory practices and policies. Management pushes agents and they take time off for themselves not working the same hours and want to push agents to do more. Commission structure changed twice in the last year. They say it's to help the agent, but the agent is getting a set pay for each policy now while the company is making the money from the policy amounts and paying the agent less and they are keeping more. They think the agents don't realize what's happening. It's also insulting the way they try to explain it as if it was better for the agent and allowing us to chose what policy we sell to do what's best for clients. In reality it's what's best for the company. The company has posted record profits and all the agents making less than ever before. It use to be a family culture, today I would have to say it's a culture of corporate greed and self advancement on the backs of the employees.

• Misrepresentation of DNC Compliance: Employees are instructed to ignore clear customer requests for Do Not Call unless specific language is used, which may violate legal standards. • Unclear and Inconsistent Performance Metrics: Regular changes in evaluation systems, such as shifting between different QA platforms, create confusion and can lead to unexpected terminations. • Unpaid Federally Mandated Training: New hires are expected to complete mandatory training outside of paid hours, with little regard for labor laws. • High Turnover Rate: Unrealistic performance standards and lack of adequate support contribute to significant turnover, particularly among new hires. • Poor Accommodation Transparency: Limited or inconsistent guidance on reasonable accommodations for employees with disabilities. • Management’s Lack of Responsiveness: Requests to address documented discrepancies in performance data are often dismissed or ignored. • Questionable Onboarding Practices: Key policies and performance expectations are frequently misrepresented or undisclosed during onboarding. • Hostile Work Environment: Management practices can create an atmosphere of undue pressure, potentially impacting mental well-being.