Improvement Desperately Needed - Anonymous employee Gallagher Employee Review

2.0
18 Nov 2017
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Salary, Co-workers, office location & covered parking.

Cons

Poor, inexperienced, disorganized & micro- management. Department is suffering under manager with small agency experience & supervisor with 2 years of insurance experience. They lack the professional knowledge, wisdom & ability to lead. Top revenue clients are being cheated out of stellar service due to the mixing in of low revenue, high maintenance accounts. Many staff lack knowledge & need additional insurance training. There is too much emphasis on internal processes instead of stellar, knowledgeable client service. Positions are advertised to bait in the best talent then switched after hire. This is unethical. No one wants to be tricked into accepting a position & then have the position altered to one they would never have accepted. No benefits administration during open enrollment. You fend for yourself online. Terrible, expensive benefits. The environment is like a communist country not a professional organization in a democracy. People need jobs to live but are unhappy about how poorly they are treated. Staff are expected to perform a high level of service on an unrealistic, high workload, with inadequate staffing & support.

Explore other reviews about Gallagher

5.0
1 Jun 2026
Recommend
CEO approval
Business outlook

Pros

great environment, collaborative, informative, fun, engaging

Cons

average pay, too many presentations, repetitive,

4.0
8 Jun 2026
Recommend
CEO approval
Business outlook

Pros

Great work-life balance as a remote employee. Management is approachable and genuinely willing to help when it comes to workload — you never feel like you're on your own.

Cons

Mentorship is largely self-driven. if you don't seek it out yourself, it won't come to you. Systems and internal processes can be slow and tedious, which adds friction to an already fast-paced workload. Compensation does not reflect the complexity or volume of work expected. High performers who are ready for the next step would benefit from clearer, more proactive promotion paths. When that structure is missing, talented people disengage quietly long before they ever leave.

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