There are newer employer reviews for AIG

 

Fantastic company to work for

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Former Employee - Direct Marketing in New York, NY
Former Employee - Direct Marketing in New York, NY

I worked at AIG full-time (more than 5 years)

Pros

When I worked there it was very entrepreneurial, with the mind-set of get things done. Full of very smart people who were eager to do well.

Cons

A large company, with the bureaucracy that comes with that. Very focused on the bottom line, so can be hard to push new ideas.

Advice to ManagementAdvice

Don't forget that Starr's DNA still runs through the company

Recommends
Positive Outlook
No opinion of CEO

717 Other Employee Reviews for AIG (View Most Recent)

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  1.  

    people are nice

    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    I have been working at AIG

    Pros

    people are nice. stable environment

    Cons

    not exciting. too much bureaucracy

  2. 12 people found this helpful  

    "Common Sense Is All Too Uncommon At AIG"

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Financial Analyst in New York, NY
    Current Employee - Financial Analyst in New York, NY

    I have been working at AIG full-time (more than 5 years)

    Pros

    - More competitive benefits package for current workers than is offered by the Industry.
    - Work-From-Home option given (if needed).
    - Lower-tiered managers/team leads are responsive to staff concerns/input.
    - Opportunities are given to transition laterally across the organization if satisfaction is not found with current segment.

    Cons

    - The Biggest Con - objectively and literally - is the Forced Rankings System (FRS), whereby employees are judged against those of their same grade level across different teams. Additionally, there are only a fixed number of rankings to give (i.e. 10 As, 20 Bs, 30 Cs, etc.). In other words, you could deliver superior quality work compared against your entire team, yet still receive an inferior ranking because the maximum number of As, Bs, and Cs had been reached. In a way, it's like playing Yahtzee, where the higher value spaces are already taken, so you're pigeon-holed into playing for the lower value ones.

    - The 2nd Biggest Con is that management is very keen on "enhancing efficiency" (i.e. cutting cost, raising profit) by transferring as many functions overseas as quickly as possible. For now, it's the more 'menial tasks' (low-severity issue resolution), because that team is still relatively inexperienced. However, the 'Great Onshore Concern' is that the overseas team will take on the larger tasks once it gains more experience. Management has remained curiously mum on that point.

    - The 3rd Biggest Con is that none of the lower managers/team leads place any emphasis on proper project planning for any task - great or small. This results in poor utilization of resources, cost-overruns, late deliveries, a burnt out staff (that was never properly staffed to begin with), and angry reactions all around.

    - Following #3, the 4th Biggest Con is that none of the staff have any knowledge of or appreciation for proper project management methodologies. Everyone wants to immediately start execution of a task without ever planning the work. That results in the above-outcomes in #3 roughly 99% of the time, with either "too many chiefs, and not enough Indians," or a scenario of "the inmates running the asylum."

    Advice to ManagementAdvice

    Management must - repeat, must - address the above Big 4 Cons. All 4 are having ripple effects across the organization, and will over-boil in the following ways if not dealt with soon:

    #1) The current Forced Rankings System needs to either be junked, or undergo a tremendous overhaul. Its present state results in significant demoralization, discouragement, and the feeling of being 'slapped across the face by Corporate' for doing great work. The rating should not be tied to "You vs. Everyone Else in Your Grade." Instead, it should be tied to "Your Work vs. The Work of Your Team," or how the quality of your work measured up to a standardized metric. The present system is unfair, unjust, and will result in employee departures if not fixed.

    #2) Corporate needs to be clear about just how much work overseas will be assuming. Onshore employees are anxious about whether they will still be employed in 1-3 years if overseas keeps sucking up all of the valuable tasks.

    #3-#4) Corporate needs to temporarily hire Project Management Consultants to properly train the staff in how to, "plan their work, before they work their plan." It's mind-boggling how much time and resources are wasted by employees - especially the younger staff - who do not know how to properly plan their time. Management is left in the dark about where the work stands, and nobody wins from the lack of solid knowledge and experience.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
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