Auto-Owners Insurance reviews

Low pay - Salary increases are only done annually and are minimal (2-3%) even with a great performance review. The dollar amount of your annual raise stays fairly consistent year to year, which means that the percentage only goes down. This isn’t a good way to show loyalty to employees who stay long term. Company is very slow to make changes and doesn’t always value innovation, preferring to keep things they way they’ve always been. Maternity leave policies need to be updated. The leave is based on short term disability which only partially covers 6 weeks (normal delivery) or 8 weeks (C-section). Only IT is able to work remotely full time. Other areas are hybrid work from home. Married and single associates are treated differently. For example, one company benefit is a paid trip to conferment ceremonies for earning CPCU and CLU designations. Awesome benefit in general but they pay for two trips (associate and their spouse) for married individuals and one trip (only associate) for single individuals.

Every review I’ve read mentions the low pay. The “Great place to work” survey results highlight associates’ dissatisfaction with low pay year after year. Yet nothing has been done to address this. A 2-3% raise in these times of 7-8% inflation isn’t enough. I see talented associates leaving for better pay. Regularly. Associates are taking on 2nd jobs to make ends meet and pay for child care. Annual pay increases aren’t indicative of performance. For example, if an associate has a mediocre performance review or a stellar performance review, the merit increase is exactly the same.