Westfield Insurance Reviews

Cons

it is an insurance company which you have rules to follow more so than other non insurance companies

Cons

-Pay is not competitive -PTO & sick time is not competitive, lacking in work/life balance -Out of date systems with many issues that rarely get fixed -Unwilling to update systems and fix issues -Everything is in different locations, bouncing around from system to system, have to use spreadsheets if it's not programmed into the system -Lack of automation support -Promotions based on popularity instead of skills and qualifications -Lack of diversity in skills/talents in the right places -Constant backlogs due to system issues -Lack of necessary training -Lack of communication on important issues -Priorities are not focused on improvement -Amount of work does not match pay/compensation -Burnout -Promises not kept -Policy retention is low -Friends/family above anyone else -Morale is low and employees are scared to speak up

Cons

Popularity contest to get promoted. Those who socialize the most win. Lots of leaders who don't understand business so steal ideas from team and present as their own. Employees considered full performers get average of 2% raise annually.

Cons

Have not been profitable in some time, volatile leadership with many changes, loss of UW expertise and focus, too many priorities

Cons

What's the color of a picket fence? That's our deal old exec leadership. Even the leadership reporting to Exec - same color - with some women thrown in! They fired all the new leadership the minute there was a problem and reinstalled the Old Guard back to them back when times were simpler. The systems and tools are all old. They keep talking about changes and AI - but won't install basic tools from this century like CRM to manage their agents (let alone customers).

Cons

Too many problems with insurance value chain. Dissatisfied agency partners. Chronically short staffed.

Cons

- Pay increases do not keep pace with inflation. This is by design, and has nothing to do with your performance. Managers are given a low percent to allocate to their reports, but new hires will be hired at the current market rate (usually increasing faster than the % managers are allocated), This means experienced employees are almost always underpaid after a few years, so you MUST get promoted to hit a new pay bracket to keep up. Pay ranges were previously posted on all job openings, both internal and external (which would have been a positive above), however HR has decided to remove pay ranges from all postings over the last few months. - HR is very unhelpful, so the faster you can speak to someone who knows what they're doing (hiring manger, etc.), the better. They've also begun rolling out some very unpopular and poorly implemented policies regarding return-to-office. The requirement is currently 3 days in office for employees within 50 miles, but certain employees get exemptions [reasons for preferential treatment are unclear]. The actual enforcement of the "requirement" also varies widely between leaders and departments. Recently, this meant that some department leaders were counting your swipe-ins each month, while other departments were not showing up at all. - Expectations around remote employees showing up several times per year - often for just a single day or two at a time - are also extremely unclear, and are likely an extreme waste of company dollars. - The logic behind hiring a remote manager and still expecting their direct reports to all be in office for meetings or even on days with no scheduled meetings is very non-intuitive. - Current CEO appears to be completely devoid of personality or leadership ability. He cannot be removed because he is also Chairman of the Board. - It is impossible to get anything done without knowing certain "key people" in each department. Only people with seniority know who these people are, and they are often other people with seniority, many of which will likely retire over the next 5 years and leave the company lobotomized of all knowledge related to both their ancient mainframe system & the duct tape connections holding everything together. - Some leaders also appear to be selected for their "leadership ability" or other intangibles instead of actual subject matter knowledge, which is a huge problem. Meetings get derailed because simple concepts need to be explained multiple times to people who should really know better. - The company is easily distracted by "new, shiny objects" for several years at a time, but either gut them to the point of uselessness or disregard them entirely. Recent examples (large & small) include: -- Small Business Platform - widely considered a train wreck, multiple leaders fired, several teams dedicated to making it workable again -- Data Catalog - unable to be implemented for >3 years due to consistently poor data management internally. The technical debt that the IT department has accumulated is truly astounding. Fixes are occasionally implemented, then left unattended to go off the rails. -- Tableau implementation - reports are reverted back to Excel because the recipients of the report often do not have Tableau, plus we have completely ignored the functionality and QoL improvements Tableau Prep provides and instead write out the full SQL separately and paste it into Tableau -- Specialty/international acquisitions - results TBD

Cons

Change management can be difficult to achieve, either operating too quickly and missing details or being to slow to pick up on technological advancements

Cons

Unlike other carriers, Westfield cares. No cons.

Cons

None that I can think of