Ryan Specialty reviews

Leadership is highly resistant to change, so don't expect process improvement to be a priority despite ancient systems and manual processes. Input from employees is often ignored. If a leader says to do something, no amount of justified pushback with evidence/examples will work. This can be very frustrating when leaders back track after projects have gone poorly and receive no penalty, whether that be financial or through performance review. There is very high turnover of younger employees due to lack of advancement opportunities, office politics, and old/poor leadership. There is no accountability for poor work product, lack of basic job knowledge, or lack of effort. This is especially true for VPs and managers who can seemingly do no wrong despite known poor/low effort work and never get reprimanded or addressed in general. Office politics are toxic. There is constant bad mouthing of others. Criticism is taken poorly and problems become a blame game instead of a team effort to solve issues. There are often favorites and bonuses will reflect that. There is minimal transparency. I know there is always going to be private business discussion, but information is not shared with all teams who will be affected (this is especially true with acquisitions, which RSGUM does often and often does poorly). Integrations are still very disjointed and tedious despite numerous prior acquisitions.