A Dilbert Situation for Non-Programmers - Recensione dipendente - Dipendente anonimo presso CorVel

2,0
5 set 2014
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

If you're a business school graduate, it seems to be a great and challenging atmosphere to test theory and possibly make changes. If you have an interest in the medical field, even the admin side, there might be enough to keep you engaged. For anyone with any other interest, I'd suggest it as an okay holding place while actively searching for a better position. It could be an acceptable paycheck for those in a multi-income household.

Svantaggi

Stripped down work-force, IT department paranoid and protected enough that duties that could be automated are piled on employees to be done by hand, some lower echelon pockets encourage a policy of lying to management to avoid blame for falling behind in overworked status, have seen city-to-city office rivalries poorly affect quality of service to clients, fairly high turnover, have heard sales people say internally that company is offering services nobody wants.

Esplora altre recensioni su CorVel

5,0
17 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

No call. No weekend no holiday

Svantaggi

Lots of driving to various locations

1,0
12 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Excellent pay structure to offset poor benefits and high healthcare costs. There is no Short Term Disability offered.

Svantaggi

Management frequently lies to clients and employees about adjust case loads. Adjusted frequently experience case loads of 150 to 200 cases per desk. Management lies to clients regarding adjuster turnover and account managers are expected to lie as well. Alcohol is a big part of Corvel culture. During my first week of employment I was expected to drink with my regional VP and a client. During the conversation the client became extremely intoxicated and began mocking me. The VP looked on and said, none of this matters. This is just some hazing. Managers do not take the time to develop their cohorts. They bully people into working harder and taking on more than they can physically manage. When you make a mistake the response is not, let’s learn from this. The response is, do it again and you’re fired. This is common Corvel culture. This is very much a classic corporate greed structure that pushes people to their breaking points, fires them, and funds someone else to plug the hole.

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