Marsh Reviews

Updated November 19, 2014
2 reviews filtered by
  • San Francisco, CA Area
  • Any Job Title
2.0
2 Reviews
Recommend to a friend
Approve of CEO
Marsh CEO Peter Zaffino
Peter Zaffino
1 Rating

2 Employee Reviews

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  1. Helpful (2)

    Make sure you negotiate your pay before coming to work here!

    • Comp & Benefits
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee in San Francisco, CA
    Current Employee - Anonymous Employee in San Francisco, CA

    I have been working at Marsh

    Doesn't Recommend
    No opinion of CEO
    Doesn't Recommend
    No opinion of CEO

    Pros

    The company name in the industry.

    Cons

    marsh does not pay well.

    Advice to Management

    offer some sort of career growth plan

  2. Helpful (3)

    Was a great place to work, but went downhill fast...

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Client Advisor in San Francisco, CA
    Former Employee - Client Advisor in San Francisco, CA

    I worked at Marsh full-time (More than 10 years)

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    Pros

    Benefits and pension is great to have. Great employees to work with. Active in the community. Lives on brand name. Great PTO.

    Cons

    Little salary increases because of stagnant growth the past 5+ years due to poor management. Outdated variable compensation plan = little incentive to work harder. No sales team but pushes client advisors to grow revenue and be pro active to service clients. Clients no longer receive service they deserve. Overworked client advisors =low morale and loss of employees. Even the coffee sucks.

    Advice to Management

    Let experienced client advisors work and service clients without micromanaging them with constant internal workflows and meetings. Change the variable compensation plan. The culture should be one of doing the job freely without the feeling of working in a totalitarian state. Revenue will grow when the constant employee turn over stops.

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