WTW reviews

1) Purely metric (numbers) based - Not meeting your goal, means a trip on discipline road. 2) Constant outbound "cold" calling -They don't call it "cold calling" but anyone who is NOT expecting you to call them at all, is in fact a cold call. 3) Quality Monitoring is inconsistent and therefore unnecessary-Some things have to be said verbatim, while there are some words you can't use at all. While this is part of medicare regulations, this should be left to the individual carrier to do, not the company. 4) Discipline matrix is too strict-I feel like a kid in school. Life happens folks, if someone is late 5 or 10 minutes, why do we need to go above and beyond by marking it and track it for a rolling 90 days? 5)Management and supervisors lack support and empathy - these folks are only there to make sure you do your job. Thats it. Their bonus is dependent on your performance. You don't meet your metric, possibly means a cut in their monthly bonus, means a trip down discipline road for you. 6) Bonus structure is a JOKE! - It combines metrics together, which only a couple are in your complete control (customer satisfaction and attendance) while the others are partially (conversion and others). Some are weighted more than others, so you'll most likely never get a full bonus. Say you do, its heavily taxed. Bottom line, the writing is on the wall. I remember the parking lot used to be packed. They even bought the property behind the office to covert it into parking, because they needed so many people. They even had overflow parking across the street after that expansion. That was about 5 years ago. Now, you can drive up and find a close spot. And that's pre-covid.

For a company that dubs itself as the premier human capital consulting firm, it's rare that they take their own advice. Total rewards are mediocre at best and the tools and experience that go along with TR are sub-par, and that’s if I’m being generous. Just ask them about their annual comp process and the archaic review and comp leveling (calibration) process they go through - they're very proud of it. Work load is extremely high, so burnout and turnover is subsequently really high, which just perpetuates that loop – expect to be exceptionally overloaded, not have enough resources on your team to handle the work, dealing with a revolving door of teammates that has you introducing a new team members to the client every other month or so, spending extra time on-boarding new team members and doing the job of two or three people while they try to find new resources to join the team. Expect to still be asked to work miracles and shoulder responsibility for timely delivery of quality product to the client through all that. Forget life/work balance – it simply doesn’t exist and expect your stress levels to skyrocket to unhealthy and unsustainable levels trying to handle all the client work and non-client responsibilities they throw at you on top of that. You will not have down time at any point in the year and you will experience the people around you struggle with handling the insane demands of the job. Middle management is hit or majorly miss, depending on what office you’re in – I had a bad experience in that the leader was unqualified and frustratingly ineffective, though the previous management was great. Senior leadership is hyper focused on bottom line and in practice doesn’t care much about the employee or employee experience. You are a work horse and you are an end to a means – they count on you buying into their story of being a premier consulting firm where you get wonderful opportunities for growth and exposure and expect that to be enough to keep you happy. They’re also still getting the benefit of blind loyalty from the legacy Towers “lifers”, though that is very evidently changing with the exponential increase in turnover. There is also a good amount of gossiping and politics that goes on at all levels that oftentimes creates a toxic environment, so expect to have to spend time buddying up to the right people and throwing others under the bus if need be, if you want any kind of compensation growth. Expect to leave your logic and personality at the door when it comes to dealing with management and leadership, especially if you're a type A person – they want “yes” people who are willing to blindly compromise themselves to get bottom line results.