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I worked at Injured Workers' Insurance Fund full-time (Less than a year)
I was given a good starting salary and the benefits weren't bad. Unfortunately, those are the only pros. For me, a job isn't merely about how much I make. It's about how much I can contribute, how much I can grow, how much I can learn, and how much my work is appreciated. My work was absolutely not appreciated.
I agree with the poster who said one department runs the show at IWIF. I would also like to add that the work environment at IWIF is toxic. If you're not part of the executive team, a member of the claims and/or underwriting department, or in human resources, you are treated like garbage and your ideas will not be heard. There most definitely is a hierarchy at IWIF. Employees are encouraged to brown-nose. I've seen this happen on multiple occasions where employees would act completely differently around the executive team. Employees even went so far as to fake interests to win the approval of executive staff members. Also, you just can't trust the human resources department. If they dislike you, they will go out of there to make sure you don't succeed. They made sure I wouldn't succeed by placing me in a dead-end department even though among the new hires, my education and experience exceeded their education and experience. There is absolutely no consistency. If you're being trained or if you're new, employees will give you different answers to questions that you have. Also, you will be held accountable for the wrong answers that you give to policyholders rather than the people who gave you the wrong answers. You will get yelled at by executive team members, claims department members, underwriting department members, or human resources department members. The departments work in silos. Besides poor digital communication between departments, there is no communication. If human resources doesn't like you, they will spread rumors about you, more specifically that you're not a team player and that you're bad for the organization. If you refuse to brown-nose them, they will make your work-life miserable. Ultimately, I had to quit because I was set up for failure and rumors were being spread about me, how I wasn't a team player and how I was bad for the organization. If you're not good at brown-nosing, do not work there. If you're innovative, keep that a secret. They absolutely do not like innovative people.
Advice to Management
You have your work cut out for you. There's too much wrong with the organization to fix it in a short period of time. There needs to be more, no let's start with some communication between the departments. Digital communication just doesn't cut it. There needs to be actual communication. Understand, that employees in every department are of great value. When it comes to the functionality of an organization, every employee plays an important role. Also, you should encourage employees to use their skills, improve their skills and learn new skills. In other words, you need to set up employees for success. If you dislike an employee just because they have a different approach or they are not like you, you cannot automatically set them up for failure. Followers are only as good as their leaders. If you're a bad leader, you will have bad employees. For example, if you strongly believe in a hierarchy, your employees will strongly believe in that too. If you treat others poorly, they will mirror your behavior. You need to hire or recruit people that are qualified. Many employees that are high on the IWIF food chain got their jobs because they are friends with board members or members of the executive team. That's no secret and everyone that works there knows that the employees get their jobs because they know someone there. Understand that I'm not trying to spiteful. I really wanted to succeed and grow with the organization, but the work environment made it impossible to flourish. If you want people to learn how to do their job, you need to train them professionally. Training does not entail bragging about how successful you are or how much you want people to kiss your feet. It's about teaching people how to do their jobs in a professional way.