Pros
- former excellent culture - former excellent benefits and perks, such as free breakfast and lunch, unlimited PTO, free parking, social gatherings, etc. - most coworkers were great - competitive pay for those with less experience - employees used to have a voice in process changes
Cons
Root built its foundation on unbreaking the industry, yet left many former and current employees broken. Whether it be the stock value nosediving, which they highly encouraged employees to invest in to only have those unfortunate individuals lose 80% (currently). Whether it be the constant talks touting Root had zero intention to go public, yet took a 180; and not long thereafter, came the class action suits and a cofounder having to step down. Allegations of a great culture that respects individuals ideas, but continued to hire the good old boys from former companies, and toxic senior leadership, whose approach poured down through all management, quickly resulting in the old industry standard way; a who you know or are liked by and not a what you know system of rewards and feedback. Metics for high level claims operated as though we were green, unintelligible saplings working in a call center—outdated and increasingly unattainable unless you worked 50+ hours. There went the toured work-life balance. The claim load was atrocious. Something is systemically wrong when low level, less skilled express and middle claims units have pendings 1/3 of those handling complex coverage, policy limit exposures, UM/UIM and litigation because the experienced people are riddled with claims which should have remained in the lower levels. I hope they’ve fixed the incredibly backwards assignment process. Employees who provided a two week notice were approached by management or senior leadership with hostility and outright threats, if they weren’t simply walked out the door that very day. Others were treated as if management couldn’t care less if knowledgeable, experienced people left. Now it seems they’re leaving in droves. Promotional raises to management with direct reports 8-10 ( too high to be an effective leader), were laughable, less than I’ve seen in blue collar or the fast food service industry. Toxic coworkers and managers routinely used experienced associates’ information to promote themselves and not the seasoned employee. The customer base is allegedly “good drivers,” but those who handled the claims know differently. The customer base quickly and increasingly was driven by non standard clientele, taking advantage of no policy oversight, poorly written policy language, and swimming in what appeared to be mass misrepresentation of prior loss history and rate evasion. This same clientele constantly verbally abused adjusters and their managers. Unlimited PTO was taken from Claims but still offered to other departments. Instead of management being adults and telling the policy abusers, “no,” they decided to collectively punish the entire department. Bad form. Once you voiced opposition to an idea, advancement, or process, you were put in the group of misfit toys, no longer available for encouragement or promotion. The HR department was abysmal and lacking, and not a trusted entity for information or to voice concern. No exit interview or survey tells you they don’t care why someone wants to leave. No approach from management, middle or upper, when warned they would lose experienced associates who had become disappointed and disenchanted. The amount of claims dollars to direct written premium was so disproportionate, I seriously question the sustainability of such a TCR and wonder how the company stays afloat. I imagine all the disservice leadership is delivering to Claims akin to Jack cleaving for dear life to a floating door in the frigid Atlantic while Rose refuses to accommodate a clear space for him.
