AIG reviews

AIG since the credit crisis has emphasized the need for loyalty from its people and fostered a "we are all in it together attitude." In the last quarter, AIG earned 1.8 billion dollars and as America knows, has paid back the government the billions loaned to it. How does mAnagement pay back its employees who stuck around and were loyal to the company in its most desperate hours, by laying off many long-term employees and moving jobs out of New York to Kansas, Alpharetta and Manila in the Philippines. As expressed elsewhere on this site, Aig has instituted a forced ranking system, where good employees are forced to an underperforming category for no other reason other than having to fit into a distribution curve. Not a single manager at AIG that I have spoken to about this system thinks it has any value and the vast majority hate it (this includes performers who are ranked highly against their peers). Not only does it not have any value, but it is anti long-term strategic thinking and collaboration. We now have a new claims system that is unusable but was forced to early completion by management who no doubt wanted to complete it by the end f 2013 so that he could accomplish his goals, get a higher RPR score, a bigger bonus and advance within the organization. Employees no longer collaborate and many employees have now focused on how to get the highest RPR score and competing with their co-workers. The head of operations and claims calls the new system a good one, and everyone who is forced to use it knows the truth. As an organization, we are cutting expenses so that we can make more money in the short-term without thinking what is best to meet the needs of our clients and insureds. Rather than thinking of the customer first and how to provide the best claims handling and underwriting in the industry, management has taken the easy way out and is taking a short-term approach of cutting, cutting and more cutting. AIG was once a great company striving for excellence. It no longer is. The CEO is only thinking of his short-term legacy and is taking short-cuts and the easy way out to accomplish it. The company that remains is one where no one knows whether their job is safe (this feeling permeates the upper level of the claims and underwriting departments). AIG has shown us that they have no concern whatsoever about its employees and the current management has no long-term vision and thinks of its profits before its customers. I currently work at AIG and have done so for many years. I was one of the people who worked very hard over the last half a dozen years to turn AIG around but I am forced to look for another job based on the realization that the company does not care at all about its employees and management is focused on meeting its short-term expense reduction goals whether it is right for the company or not. Loyalty should not be a one-way street, but it is at AIG.

Deceptive, Doesn’t Pay New Employees coming into the company what they’re worth. Low Ball Capital of companies. Treat you like a #, order takers. Wants Lamborghini employees but only wants to pay Toyota Prius Salaries, tacky and laughable. They are trying to hire employees off the clearance rack or at a Goodwill Discount. Please read my email below to a Talent Advisor that went unanswered. That’s cool. I had to put them on notice. BEWARE! Do not state your salary requirements until you had a formal interview and they are really considering you for the position if you want to be successful getting hired here. I REPEAT DO NOT GIVE THEM ANY FIGURES.