Liberty Mutual Insurance Reviews

Pros

Great benefits (work flex schedules, maternity/paternity leaves, etc.); Good culture with intelligent employees; Forward thinking Company

Pros

People are great, management is understanding and benefits are great.

Pros

Good environment ,team work and support

Advice to Management

Schedule updates should be relevant

Pros

Strong company going through some changes at the time. Good international presence, training was solid, well known in the industry.

Pros

An overall great atmosphere and the Social Committee keeps the staff interactive. For a large corporation the staff are very friendly. Salary is competitive.

Advice to Management

Consult with the Underwriting Assistants and find out what their issues are. Treat them as equals. It will help morale.

Pros

Salaries are competitive with other insurance companies

Advice to Management

Step out of your cave or office every now and then and actually talk to your employees. There are good people trying to get promoted only to be turned down by people with far less skills. I worked for LM for over ten years.

Pros

Great people, company, benefits and pay. Work from home after 6 months. Great hours if you are up to date on your work and flexible with when you come in and leave. You can choose your own hours.

Pros

Nice work life balance
Working from home as an option for developers
Great and improving technology and CI/CD stack

Pros

Flexible schedule
Good work/life balance
Paid training
Full benefits
Great support from supervisors/coaches
Reward system for meeting/succeeding metrics

Advice to Management

(Some) SAT employees are rude and should be providing just as good customer service to the employees.

Pros

• Decent work-life balance.

• Very good retirement plan.

• As a major player in the casualty insurance industry, there is a ton of potential — if only they would realize it. See below.

Advice to Management

• First and foremost, you need to understand that you’re not as smart as you think you are. That isn’t to say you are not smart. It’s to say that the folks that work for you are not as naive as you treat them. When you advocate, for example, that Liberty is trying to become a technology company, and then you continue to treat IT as a cost center, then your words ring hollow. A failure to understand that will only continue to foster the MASSIVE amounts distrust of senior leadership that exists in the company. Your eNPS is going to continue to be abysmal until you’re willing to stop letting ego prevent you from making the hard choices.

• As a corollary, understand that words and phrases have an actual meanings. For example, “Agile” means something. Going through the motions, and implementing SCRUM doesn’t make you “Agile.” If your product teams are setting quarterly KPIs that cannot be changed in the face of emerging realities, then you are not Agile. There are 100s of other examples to cite here. To summarize, saying something, and doing something, are two radically different things.

• Fix your health benefits. I’m going to reiterate, I can’t stress enough just how bad the health benefits are. Overall, you should probably seek to replace your head of HR, as she is amazingly disconnected from the rank and file of the company. I realize that’s harsh, but I don’t know what else to tell you. There is exactly zero trust throughout the company that HR has anyone’s best interests in mind.

• I don’t relish doing this, but I have to keep with the harsh feedback for the time being. Just get rid of everyone in your recruiting team. All of them. They are functionally incompetent.

• I would have rated Liberty a one star if it weren’t for the amazing amount of potential here. Liberty Mutual Insurance WILL NOT be a Fortune 500 company within the next 10 years unless senior manage gets the courage to make the broad institutional, cultural changes that are, and I’m not being hyperbolic here, essential to survival. It’s going to hurt. Too bad. This is what it means to lead.

• Speaking of potential, the US Consumer digital team has a lot of power to control the destiny of the company. Your UX team is KILLING IT with what they have to build on. Key point, “with what they have to build on.” Which is to say, the technology platform is in a pretty sad state. Want to personalize the experience for your end users, anticipate their needs, reduce reliance on an offline experience? Good. Luck. The infrastructure to support this growing consumer demand for the hyperpersonalized, digital experiences generating the existential crisis looming over the industry simply does not exist at Liberty. Worse, the product leadership team haven’t the vision to see, much less understand, it. If Liberty wants to reinvent itself, then start by taking a good hard look at the job your CDO is doing. Or isn’t doing. As it were.