Shelter Insurance reviews

The salaried agent program was a joke. They made me believe that I would be making a small base salary and then commission on sales I brought in. However, they forgot to mention that you only make commission the first year. Which I expected for Life Insurance, but not property and casualty. They also expect agents in rural areas to make the same goals during life campaigns as those in larger cities, which I don't think makes a lot of sense. Another thing that was discouraging was the fact quotas for life sales run quarterly, and sometimes we would have a life campaign start the next day, so even if I had just gotten a policy issued, it was no help in the campaign. Overall, it was stressful and a terrible job! Underwriters also waited weeks before declining properties, so customer thought they were in the clear, and then they would cancel on them.

The new CEO has swiftly eroded what little trust remained between leadership and employees. His handling of the return-to-office (RTO) policy has been nothing short of duplicitous. Despite clear and repeated assurances from his predecessor that remote work would be a lasting option, he has reversed course—then had the audacity to claim that RTO "was never meant to be permanent." That’s not just revisionist history, it’s gaslighting. Worse, he insists that “people have been asking for this,” conveniently ignoring internal survey data that overwhelmingly shows most employees prefer flexible or remote work. It’s hard to feel respected or heard when leadership disregards facts and substitutes their own version of reality. To make matters worse, the new RTO policy is riddled with arbitrary rules that only deepen the frustration. A completely unexplained 30-mile cutoff was introduced—if you live beyond that distance from the office, you're magically exempt from the return mandate. So apparently, company culture or productivity concerns all disappear at mile 30. It's not just unfair; it's absurd. Instead of inspiring confidence, this new regime seems determined to impose control for control’s sake, regardless of the impact on morale, productivity, or retention. “We respect and value employee feedback” loses meaning when employee feedback is repeatedly ignored. If you value transparency, consistency, or even basic respect for employees’ input—look elsewhere.