Burns & Wilcox – Chicago, IL
THE OPPORTUNITY: • Develop and execute a marketing plan to drive new and renewal business, including in-person visits, telemarketing, and… Burns & Wilcox
I worked at Burns & Wilcox full-time (More than 3 years)
Great local office to work at if you can keep it drama free. Great foot in the door / get experience job, but that's any company. Younger work environment.
Where to even begin. The pay.. awful. They require a degree and expect you to work 50+ hours a week, but you could make more managing your local Wal-Mart for half the stress. You pretty much aren't going to move up unless you know someone who is already higher up. It's definitely a good ole boy system there. You're forced to use a their inspection company, which is probably the worst ever (but the guy running it got there from the good ole boy system). The company's biggest competitor is itself. You have other under writers who come into your state and market your agents (despite a co-market procedure for everyone to get credit, there is no repercussion for employees who don't do it ), or ANOTHER KFG company like burns & Wilcox brokerage will market your agents, or if you have to work with client services (what I was told was a support division to help place certain risks), accounts will be stolen, or agents appointed in the office's territory and never tell your office about them, take over a week to get a quote back to you if they don't just send it direct to your customer / agent and snake the business. Senior management spends too much time doing interviews versus managing the employees. There is virtually zero recognition for accomplishments or "great ideas" that benefit the company. They will certainly let you spend your time and use the idea with zero credit to you though. They encourage all of this education but the intranet has zero insurance classes on it, so you have to use your local offices budget to go to any sort of class which can be stressful to your local manager. The IPA (bonus) system is complicated, but understandable, the requirements though are very tough to meet, It was changed from quarterly to semi-annual and 30% of it though is with held in an attempt to retain employees, which is ridiculous, producers are punished instead of fixing the problem that is causing people to leave. The turn over at this company is astronomical considering it's supposed to be a "career" job. There is virtually zero formal training program in place. If you're a producer you'll spend all your time during the day training your assistants and visiting customers then doing quotes until 8 at night until your assistant is trained, right about that time they'll quit though and it will start all over.
Advice to Management
Stop treating every employee as "replaceable", and fix the reason you can't retain employees. confused how the company doesn't realize it's cheaper to retain employees rather than replace them.