• The claims environment is constantly high-pressure and unsupportive environment
• Leadership effectiveness is inconsistent, with employees experiencing a lack of support and accountability due to Leaders workload of “other work” and endless meetings
• There is a significant gap between “people-first” messaging and the day-to-day employee experience
• Workloads are high, with resourcing levels insufficient, contributing to ongoing burnout. People constantly leaving and not being replaced
• High performance is not sustainably rewarded, with additional work continuously allocated to those already managing heavy workloads and expected to do more
• Compensation is not aligned with the complexity and volume of work required, particularly within contact centre roles (those working on duck creek all have MASSIVE salaries)
• Systems and technology impact efficiency, continuously adding to workload pressure
• Team sizes are too large, limiting meaningful one-on-one support from leaders
• Career progression can feel unclear or inconsistent, with some employees perceiving limited transparency or fairness in advancement opportunities
• A hierarchical culture makes it difficult for employees to feel heard or valued (Management don’t listen or connect with the teams)
• Toxic workplace behaviour is not addressed
• There can be a perception that raising concerns is discouraged, impacting psychological safety
• Organisational changes, including onsite requirements, have reduced flexibility for some employees
