Q&A With USI Insurance Services Employees

Find someone who has succeeded in the role you have been hired for and study what they have done to be viewed as a high achiever. Identify those with good reputations for effective communication. Learn the systems and processes firm uses to mange work flow.

Get a mentor and set up frequent feedback sessions to be sure you are contributing consistently with the terms in which you were hired. USI understands that a failed hire is a bad reflection on management so there is an active desire to see people succeed. However, it a two way social contract. You need to be sure you understand your job and if not, ask lots of questions. People want to see me hires succeed and human capital is USIs number one asset. If someone fails, it’s on the employer for not clarifying the job before hiring or not supporting The person post hiring. Occasionally you can fool any employer but rarely does an under qualified person last anywhere. Do your homework about USI sad it is today versus the way it might have been five or ten years ago when it was growing into a large national competitor. A lot more focus on people now - metrics, training and clear expectations. If you don’t like to be measured or get feedback, USI may not be the place for a new producer or AE

Never, they do not believe in annual raises and make you feel bad for asking for one

Agreed with the previous responder. Compensation is very hush hush and if the employee doesn't address it, or accept another offer externally, it's doubtful your comp will ever be addressed. Have never been at a company where compensation was literally never talked about.

Raises tend to depend on your role and your manager. It is usually the responsibility foo the employee to address this with their manage. While we do an annual performance review, raises are not a set part of this process unless approached by the employee.

You are a number to this company, bottom line. If your firm gets bought by USI, find other work immediately

Fantastic innovation, especially the Omni engine.

Incredibly innovative tools including USI’s OMNI engine which aggregates the best ideas across each practice and embeds them in a tool that is us d for existing and potential clients. Average savings arising out of Omni ranges from 8-15%.

Limited to nonexistent.

USI Gives Back is an outstanding program.

A strong sense of who is honest and who is not when dealing with leadership.

Reevaluate maternity leave.

Firm is outstanding at measuring KPI on sales calls, pipelines, resources engaged and close rates. The key is to make producers a success by sharing intellectual capital and enabling resources. The quid pro quo is activity and strategic selling vs opportunistic selling. Organic growth in a single digit growth industry is the cheapest way to maximize shareholder value and to create results that allow you to pay people great salaries, bonuses and staff smart and engaged account management. Show me a successful sales professional and I’ll show you a strong account manager behind them. Some sales professionals don’t like to be measured or evaluated. If that is the case, USI may not be right for you. If you want to get better and improve, USI is a challenging and rewarding place. If you are the smartest man/woman in the room, you’re in the wrong room. USI knows you can’t just acquire your way to adequate returns. You need a sales AND account management culture.