Aon Hewitt
3.1 of 5 641 reviews
www.aonhewitt.com Chicago, IL 5000+ Employees

Aon Hewitt Reviews

Updated Mar 28, 2014
All Employees Current Employees Only

3.1 641 reviews

                             

76% Approve of the CEO

Aon Hewitt CEO Kristi Savacool

Kristi Savacool

(243 ratings)

57% of employees recommend this company to a friend
73 Employee Reviews Back to all reviews
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Disappointing

Customer Service Representative (Current Employee)
Lincolnshire, IL

I have been working at Aon Hewitt full-time for more than 3 years

ProsCo-workers are the best part of working here, at least those you have actually care about working. Most are shopping online or on their cell phones playing games, so if thats your thing apply here you'll fit right in.

ConsManagement performs monthly reviews but even if yours are wonderful exceeding expectations they still lower your scores at annual review time. No work-life balance. Overwelming work load not enough staff. Unrealistic performance reqirements, you must make callbacks but doing so counts against your personal performance.

Advice to Senior ManagementTraining programs has gone downhill over the years and far too much tolerance given to managers who spend their days socializing instead of supporting their teams. It is frustrating to watch these types of individuals be promoted based upon popularity rather than performance.

No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

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Aon Hewitt

Anonymous Employee (Current Employee)
Orlando, FL

I have been working at Aon Hewitt as an intern for more than a year

ProsGreat work hours and work life balance

ConsUpper management isn't trained properly

No, I would not recommend this company to a friend

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Come here to kill your career.

Programmer Analyst (Current Employee)
Orlando, FL

I have been working at Aon Hewitt full-time for more than 5 years

ProsThe benefits are fairly good as they pay for the majority of your Medical, Dental and Vision.
Standard 401k (match half a percent up to 3%), ESPP, Life, STD/LTD and AD&D offerings.

There are some genuinely good people who work here.

Cons1) Security and Cafeteria - The Orlando office contracts an outside security company to monitor the building. This is a waste of money and a joke, considering more than one car was burglarized in the parking lot, in broad daylight/middle of the day, while the security force was "patrolling" the parking lot in the security vehicle the company purchased for them.
When the company was private, the cafeteria provided quality food. When the company went public, the food was then subsidized and quality began to suffer. Now there is no subsidy (which I am okay with), but the quality has plummeted and the prices have risen. After 5 Health Code violations, the cafeteria simply needs to be closed and the space renovated into a gym for increased associate health, or into office/work space to generate revenue. Remember these unnecessary expenditures when I come to Performance Rewards.

2) Systems and Software - Almost all of the software is proprietary. The only items that you will gain experience on that are transferable are Microsoft Office products (Outlook, Excel, Word, etc.), Lotus Notes and some universal software like UltraEdit, SnagIt and similar products. If you are a mainframe programmer, you will be able to transfer skills in JCL, JES, etc. Basically the portions of MVS mainframe experience that IBM will not allow anyone to alter. The proprietary drive here is so bad, they took the most useful mainframe programming language, COBOL, and made their own version of it for use on their systems. So you will not learn real COBOL and the language you would learn is used no where else. SAS is unadulterated, so experience with that is transferable. SQL experience is transferable. Web and GUI are proprietary so you will be stuck here. Plus they buy brand new hardware (desktops, laptops) with Windows 7, then reimage it back to Windows XP because all the proprietary software hasn't been updated to handle anything more current than that, until everything breaks. So then they launch an initiative to get everyone on the same desktop, meaning Windows 7. So then you get another new laptop with Windows 7 on it. Remember these technology wastes when I come to Performance Rewards.

3) Trying to Get More for Less Gone Too Far - A lot of the structure is upside down or backwards. Business Operations Analysts charged with communicating / coordinating with clients to determine their needs and where that fits into our system CAN NOT be entry level positions making $30k. Business Analyst positions should be experienced associates showing both understanding of the company's products/systems and ability to communicate with clients and relate stated needs to system capability. By placing entry level associates in these positions, "Yes men" are created as they do not have the fortitude to tell the client "No" for fear of not advancing or having the client mad at them, or the experience to know that "I don't know the answer to that, but I will take it away as an action item to find out and report back to you" goes a long way with clients or the aptitude to know what they are committing to in not possible in the system. So you are left with either very aggravated clients because they were promised something not possible and then had the project denied or aggravated techs and clients as the techs are trying to retrofit in functionality that didn't exist in a impossible timeline and the client is peeved it's delayed. So then you have the client asking for variances, discounts, Service Level Agreement violation payments, or what have you for this delayed, mess of a project. Remember these lost revenues / extra costs when I come to Performance Rewards.

4) Work / Life Balance - If you are a performer, expect to work 90 hours a week as your exemplary performance will gain you increased expectations of workload and performance. Don't however expect advancement or monetary reward for that performance. If you are a slacker, don't expect to be well liked by your performer colleagues, as management is incapable of pushing you to do better, monitoring you to ensure you are not reading your Kindle instead of actually working or outright firing you for your malingering attitude. Performers, you will have ample workload and no time for family, sleep or your health, thanks in part to your slacker colleagues laziness and management's failure to resolve it. Slackers, you will have ample time to peruse your Facebook, catch up on your Kindle, or even read Cat Fancy online while your performer colleagues frantically try to complete everything, while losing their hair and having heart attacks. The ambulance visits to this office occur at least once a month. I personally nearly lost a kidney due to the amount of hours I was working, stationary at my desk and the amount of caffeine (coffee and soda) I was ingesting to stay awake. Remember these non-contributing yet still wage receiving colleagues when I come to Performance Rewards.

5) Performance Rewards - These are either non-existent, made to fit the budget, or handed over to those in the "In crowd". Consistent "exceeding expectations", "you're doing a great job" during monthly One On One feedback and progress sessions with your manager become simply "Meeting expectations" at year end review time. This allows them to justify the meager raise, if any, by making the associate's performance correlate with the dollar amount, if any, they have budgeted. (This, of course, is in the vacuum of assuming that the people doing the budget have a clue at all, and that all other aspects of the budget were met. Remember the above unexpected loss in revenues, wastes, etc. When these cause a budget shortfall, be sure that the profit margins delivered to corporate will not be decreased and leadership will certainly not take the loss. The associate's raise and/or bonus will be diminished if not eliminated.) This is done to meet budget numbers so the VPs can make their 20+% bonus for staying on budget. Additionally, a part of this will stem from the favoritism/nepotism factor. Those associates that are in the "In-crowd" will receive undeserved promotions, some to junior leadership roles, while still displaying the inability to work independently without creating errors/problems/issues some which result in lost revenue scenarios due to SLA violations, increased Customer Service call volume, etc.., without having made more significant contributions to the business than yourself, working far less hours than yourself, whether from taking time off or just coming in late and leaving early every day and having far less expertise than yourself. This is disregarding the fact that you will be promised promotions and increases and higher bonus amounts as incentive to attempt to work miracles to deliver what your manager has committed to deliver to secure his own promotion and bonus, which will never be fulfilled (unless of course you're in the "in-crowd" and get that promise in writing).

Personally...
My career has been set back 10 years and $20k per year. I was functioning 2 levels above my title but not promoted to that level for 3 years, even though it was promised 3 years in row. I quit over all the grievances above, was jobless for a year and had to come back, because after 7 years here on proprietary systems, I was an expert here, but was not as competitive elsewhere. On top of that, I came back to a different business unit doing a different segment of business, so I am no longer an expert / leader (untitled), I am a learner again and not contributing at the same level. So the progress to the next role is reset. And as I mentioned previously, I was functioning two levels higher than titled, so my work is not challenging on my new unit, and we all know if you are not challenged and have an opportunity to meet the challenge and shine, your opportunity to advance is limited. So I am not drawing negative attention, because I am not not performing well or requiring constant guidance or instruction, I am not drawing positive attention by rising to meet a challenge as my title is below my aptitude / ability and therefore am not being assigned what would challenge me. And thus career stagnation.

Advice to Senior ManagementWhy bother? I have provided advice through HR and exit surveys and nothing changes. Management creates policies that ensure the work is completed well enough to make their own lucrative bonuses, but do nothing for the employees at all.

No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

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Aon Hewitt offers a very dissatisfying experience. There needs to be more time and energy devoted to the intern program.

Benefits Operations Administrator (Current Employee)
Orlando, FL

I have been working at Aon Hewitt as an intern for more than a year

ProsThe company offers very good benefits when compared to most other companies in the world.

ConsThe salary compared to the degree to you have (usually bachelor's degree) and the work that is performed is very poor.

Advice to Senior ManagementOffer more salary to employees.

No, I would not recommend this company to a friend

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Absolutely terrible company to work for!!

Anonymous Employee (Former Employee)
Lincolnshire, IL

I worked at Aon Hewitt full-time for more than a year

ProsThe only pros to this job were having the name on your resume and the benefits package was decent.

ConsThere are way too many cons to list for this place. Management sucks, you wont ever move or go anywhere in the company, crappy pay, rude and arrogant co-workers. HR department are the rudest people you will ever speak to. And so many more...

Advice to Senior ManagementPull your head out of your a$$ and start doing something. Or hears an idea- get a college degree! Learn how to be leaders and how to manage. Set better examples for your staff.

No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

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Awful!

Anonymous Employee (Former Employee)
Lincolnshire, IL

I worked at Aon Hewitt for more than 8 years

ProsPossibly better than working at McDonalds, flipping burgers.

ConsToo much work, little recognition, set the bar so high that you can't reach goals, very low pay, degrading to employees, every manager out for themselves.

Advice to Senior ManagementGet your head out of your a!@

No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

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Unless you really need a paycheck don't work here!

Customer Service Associate (Current Employee)
Charlotte, NC

I have been working at Aon Hewitt as a contractor for less than a year

ProsClose to home. Some nice customers. Nice and friendly coworkers who stick together to get the work done.

ConsYou will be micromanaged, underpaid and undertrained

Advice to Senior ManagementRecognize that the clients treat all contractors like slaves and will work them to the bone and treat them with NO respect.

No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

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Benefits Operations Manager

Benefits Operation Manager (Former Employee)
Atlanta, GA

I worked at Aon Hewitt full-time for more than 5 years

ProsHewitt is a key player in the HRO market. Health & Welfare Administration has become their prime type of administration as Pension plans everywhere are being frozen. However, Hewitt lags behind their competitors in Defined Contribution/401(k) administration. It's a well known name in the industry which shines on your resume.

Although they have become worse, Hewitt still offers decent benefits as well as the opportunity to work from home (if you are lucky).

ConsI started working at Hewitt Associates. After going public a lot of emphasis shifted from "our most valuable asset is our people" to "we need to make our shareholders happy". Then the &%*$! hit the fan when they made the Analyst position into an hourly non-exempt position. Since they didn't want to pay overtime to BA's (now call Administrators) a lot of the work shifted to the managers requiring 60-70 hour workweeks as the standard to keep up with the work.

Then Aon came in and made things go from bad to worse. A lot of internal restructuring and worthless work added which simply made the daily grind more difficult. There was no room for growth because, if you were good enough at your job, they needed you. When other managers left the solution was to distribute the work to the over-worked good performers. A lot of emphasis on good quality to the client but they don't provide you the tools or resources necessary. This led to very poor working conditions and it got to the point where I ended up hating going to work. The few good Atlanta Managers care about you but their hands are tied up because of other key decision makers. Then in 2013 all entry level positions were moved to India. This has increased the workload 10-fold to on-shore US associates because of low efficiency of work overseas. Work-life balance becomes negligent and I didn't know how much the stress of this job had taken a toll on me until I left.

Advice to Senior Management- Stop outsourcing to India. It's saving the company money but it's making the job more difficult for US associates.

- Stop lying to your employees. We hear great things all the time about the company but stop trying to hide your skeletons in the closet. There is an increasing number of dissatisfied clients.

- There is a lot of emphasis on technology (albeit it's outdated). TBA is falling behind the curve and competitors have caught up to Hewitt. Put more emphasis on recruiting, growing AND Maintaining good US-based Associates.

No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

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Watch Your Back

Benefits Operation Manager (Current Employee)
Orlando, FL

I have been working at Aon Hewitt full-time for less than a year

ProsSome departments are great! There are many fun engaging teams. Great opportunities, and a relatively low stress environment.

ConsRetaliation is rampant in specific departments. There is good deal of nepotism. You upset the wrong boss and a hostile work place can be created. You make the right friends and you are golden. Typical for many companies, but unlike many companies human resources isn't down the hall.

Advice to Senior ManagementDrop the egos. Just because you've been with the corporation 15 years doesn't mean you know everything about everything. Innovation comes from listening to your new hires ideas, not telling them "we are getting better, but this is how it is".

Yes, I would recommend this company to a friend – I'm optimistic about the outlook for this company

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Want to be lazy? Then this is your place!

Ops Intern (Former Employee)

I worked at Aon Hewitt as an intern for less than a year

ProsNice people other than that there are none.

ConsI went to a top 20 school and realized that my education far exceeded everyone's education combined. Everyone there is from a local state school which is not bad but I found it difficult to respect anyone since they were just straight up dumb. It's sad to say but it's the truth. If you want to push yourself then this is not the place for you. If you like to be paid minimally (under industry average) and be allowed to be lazy then this is the perfect place!

Advice to Senior ManagementThe corporation is too big and is difficult to make any organizational changes. You need smart people to be able to change the mind of a massive mammoth!

No, I would not recommend this company to a friend

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Glassdoor is your free inside look at Aon Hewitt reviews and ratings — including employee satisfaction and approval rating for Aon Hewitt CEO Kristi Savacool. All 73 reviews posted anonymously by Aon Hewitt employees.