Alliance Insurance Brokers Manager Reviews

Likes

Work culture is very good, Seniors are supporting and we can talk with them frankly.

Dislikes

NA

Likes

Supportive team

Dislikes

Nothing specific as of now

Likes

Good Environment

Dislikes

Nothing to dislike

Work Details

Work days: Monday to Friday (Flexible Timings)

Work related travel: This job involves Travel Within City.

Likes

Nothing to mention. Read full review, below in dislikes section.

Dislikes

The workplace is contaminated with unprofessionalism, ego, politics, and a plethora of individuals engaging in backtalk. . DELAYED APPRAISALS. ABUS*VE & DISRESPECTFUL SENIORS. GENDER BIASED. NO SICK LEAVE. HYPOCRITES. TOXIC WORKPLACE. TOXIC MANAGERS. . Work Culture: The work culture is toxic and unhealthy; managers and superiors are filled with unnecessary ego, prioritizing their own self-importance over work and everything else. They desire control over everything, resorting to micromanagement. There is a lack of proper management, with unrealistic targets and expectations. Work processes and strategies are not well-defined, leading to a lack of work-life balance and job satisfaction. Seniors are unsupportive, caring only about their own interests and putting on an act when necessary. They rarely acknowledge their mistakes and often shift blame onto lower-level employees. . The company culture leaves little time for personal pursuits. Top-level management lacks planning, frequently assigning new urgent tasks at the end of the day. Differences between seniors can impact lower-level employees, who feel unsupported. Superiors demand urgency but are slow to respond to employee needs. Managers often take credit for the hard work of junior staff, presenting it as their own in front of directors. Working in a company where peers and managers exhibit attitude over trivial matters is undesirable. There's a tendency for team members to be judgmental without self-awareness, displaying jealousy over insignificant issues. . Superiors show a lack of concern for the time and health of employees, treating them as mere slav*s for the company. Managers are reluctant to approve work-from-home requests even if you're unwell, unless you are a woman. Male superiors show favoritism towards female employees, allowing them more flexibility like work-from-home, extra leaves, flexible timings, etc. Expectations for punctuality and extra work are placed on coworkers, while superiors can work from home and have flexible hours. Superiors expect employees to work beyond office hours, showing no empathy. Approval for leaves and reimbursements is often delayed, affecting salaries. The company lacks empathy towards its employees. . Superiors focus on mistakes and shortcomings, disregarding punctuality and hard work. Long meetings during lunch hours and after office hours contribute to a lack of professionalism. Seniors often criticize and complain about petty issues but fail to self-reflect when they are wrong. Many seniors lack leadership and mentorship qualities, unable to execute projects effectively. They don't respect the time and effort of their subordinates. . Professionalism is limited to superficial aspects like wearing ID badges, locking screens, and adhering to a formal dress code, which is more strictly enforced for male employees. Female employees enjoy more freedom in their attire. . However, there are a few individuals who remain true to their work and personality. . HR: HR is not your friend. Some HR professionals have a tendency to deceive joining candidates with promises of flexible timings, negotiable notice periods, hybrid work-from-home options, all weekends off, and joining bonuses. However, these commitments turn out to be false, no matter what they say before joining. After joining, they become unreachable unless you catch them at their desks. There are no flexible timings; you must arrive on time and stay until your seniors want to. Leaving on time is not an option. No matter what HR states during onboarding, from January to April, there are alternate Saturdays working. On these Saturdays, many seniors either do not work or work from home, yet it is mandatory for all other employees to be in the office. . There is too much politics within the HR department. HR personnel create issues over minor matters for the sake of ego, as they seem to lack substantial work and strive to keep themselves occupied. The company lacks trust in its employees, and HR seems to prefer individuals who act like pupp*ts and blindly adhere to their rules. HR and superiors can arrive late, leave early, but employees cannot. . Ultimately, they seek people who will work like pupp*ts without questioning anything. They cling to old, traditional methods that hinder overall improvement. Implementing new processes for positive change is nearly impossible. Superiors aim to stick to existing or traditional orthodox methods, as they have perfected their expertise in office politics. They pretend to be tech-driven and ready to embrace change, but it's all a facade. While they claim to seek feedback from everyone for improvement, in reality, it helps them understand what employees think about the company, aiding their political maneuvers. . Work life balance: There is no work-life balance, a situation perpetuated by Aatur. To him, employees are mere slav*s. He lacks planning and brainstorming, prioritizing money and numbers above all else. This mindset permeates the senior management as well. They present arbitrary requirements and expect us to complete tasks hastily, disregarding the concept of work-life balance. The touted balance seems to be nothing more than a gimmick. LinkedIn posts paint a rosy picture, but the reality is far from it. . Aatur's expectations are impractical and nonsensical, and he resorts to abuse when numbers don't meet his arbitrary standards. Another problematic figure is Ketan, who engages in hardcore office politics. If not in the corporate world, he could easily thrive in politics. Ketan manipulates lower-level employees to prove his random points. . For example (this is just one instance), the company introduced breakfast for its employees from 9 am to 10 am. Despite knowing that most employees arrive after 10 am, Ketan insisted on this timing to showcase tardiness, he wants to showcase that employees arrive office after 10am. This political move adversely affects the person responsible for arranging breakfast, as a significant portion of food goes to waste. Even in such situation, HR and top level management can have breakfast after 10am. . The company's survival is not due to Aatur's visionary leadership but rather to the employees who have stayed for 12-15 years. These individuals may resist change, but Aatur's perceived visionary status is merely a cover for gre*d. His overcommitment in the market is the root cause of employee suffering. Most superiors and employees are adept at playing political games instead of focusing on their key result areas (KRAs). . Nepotism: The top-level employees are mostly from their family circle. They lack the expertise, knowledge, or skills required for the positions they hold. . Leaves: The concept of leaves is just a gimmick. HR confidently states that we can take leaves, whereas our reporting manager never accepts our leave requests. No one really cares if our leaves lapse or if we genuinely need them for personal reasons. Superiors and reporting managers can take as much leave as they want, while we have to practically beg for ours. They might accept it but will also play mind games, creating unnecessary guilt trips by emphasizing the pending workload precisely when we plan to take leaves. . Moreover, they expect us to work even during our time off. Important meetings about project deliveries conveniently arise a day before our planned leaves, making us feel inadequate for not completing tasks on time. There's no overtime pay or bonuses. We're expected to work extra when necessary, but we cannot arrive late or leave early, even for personal matters. Leave requests are rarely approved, and unused leaves simply lapse, with no option for leave encashment. Every employee other than top level management is suffering for leaves. . It seems like the company wants its employees to work tirelessly and endure suffering, resembling more of a slave mentality than a professional work environment. Interestingly, HR conducts seminars on mental health and work-life balance, portraying a stark contrast to the reality. The hypocrisy is at its peak. . I strongly advise against joining this company unless there are no other job options available for survival. It might be better to stay at home or consider freelancing or working for a company that offers a lower salary than Alliance, but without the unfavorable work conditions found here. . Salary / appraisals: When requesting a salary correction, a mandatory 2-3 year bond is enforced. However, this is not the only concern, as being ineligible for the next year's appraisal post-correction is also a stringent condition. Furthermore, a 3-month locking period is imposed after receiving an appraisal. . There is a minimum 3-month delay in appraisals, intentionally implemented regardless of the reasons presented. The purpose behind this delay is clear – to hinder the possibility of an employee switching companies and becoming eligible for the new company's appraisal cycle. Typically, if one receives an appraisal in April/May and switches after 3 months, they would be eligible for the new company's appraisal cycle. In contrast, within this system, receiving an appraisal as early as August and switching after 3 months, along with a 3-month notice period, results in ineligibility for the new company's appraisal cycle. . Most Important: The workplace may not always be safe for women, particularly if a woman is perceived as attractive. Some men may exhibit inappropriate behavior, with a significant number of them engaging in unwanted attention. It is important to note that not all men fall into this category, but a concerning proportion, around 3 to 4 out of 5, seem to act as certified international stalk*rs. . Compounding the issue, HR departments often appear indifferent to these concerns. Despite their role in ostensibly caring for employees, they seem to function more as company pupp*ts, neglecting to address or rectify such unsettling situations. . Conclusion: This review provides a sincere, day-by-day assessment without resorting to anger bias. Unfortunately, there appears to be limited room for progress, learning, or development within the company. The management's approach of terminating departments abruptly if they do not meet unrealistic expectations and transferring employees elsewhere does not contribute to genuine development or progress. Consequently, some employees have been working for over a decade without evident evolution. . It seems that the company is in a perpetual survival mode, and the top-level management lacks the expertise required for their assigned roles, resorting to trial and error methods. Expectations for employees go beyond performing their designated tasks; they are also expected to go above and beyond. However, the management does not seem receptive to employee suggestions, prioritizing their preferences over progress. Ego appears to take precedence, contributing to a discriminatory application of rules. . Working in such an environment can negatively impact productivity and creativity, as employees may adopt the unprofessional and politically charged behavior prevalent in the company. This culture, marked by a lack of professionalism and involvement in office politics, has the potential to impede personal and professional growth. . The finance team is highlighted as being ineffective, with some members displaying disrespect when addressing concerns or questions. Additionally, the unexpected deduction of TDS from salaries is noted as a significant issue. . The physical office environment is criticized for being unhygienic, with the presence of bugs, rats, and cockroaches throughout the premises. This further adds to the unfavorable working conditions that employees have to contend with. . Advice to management: Be real, genuine, and reasonable. Your incompet*nce is affecting employees who are genuine and working hard. Neither you, your company, nor its employees will grow if this continues....Read More

Work Details

Work days: Alternate Saturday off (Strict Timings)

Work related travel: This job involves Travel Within City.

Likes

Allaiance insurance broker is very nice , management is very supportive and helpful, but there are some people who don't want others to grow even we have the capability

Dislikes

Nothing to dislike other than some people who don't want others to grow

Work Details

Not balanced, can't take leaves even having PL

Work days: Monday to Saturday (Flexible Timings)

Work related travel: This job involves Travel Within City.

Likes

Work culture and management

Work Details

Work days: Monday to Friday (Flexible Timings)

Likes

Good Job Security

Dislikes

None

Work Details

Work days: Monday to Friday (Flexible Timings)

Likes

Freedom to explore anything.

Work Details

Work days: Monday to Friday (Flexible Timings)