Aviva Employee Reviews about "pay"

Cons

Lack of progression. Pay progression is always mentioned but don't be fooled as it is not achievable unless you are on the starting salary and then it'll stop as soon as you reach a certain amount.the team leaders will always look for any excuse not to give it to you. No incentives to sale and you are pushed to cross buy with no reward. You will be hassled if you are off the phone more than 1 min and some of the tls have a bad attitude that you won't see straight away.

Cons

Salary is poor and salary progression is poor. Pay increases for promotions is limited to 5% which forces people to leave to see a decent increase. Cost cutting recently has been far more important to the company than ensuring standard of living of of employees doesn't fall. Aviva isn't unionised and as such annual pay increases have been consistently below the rest of the market.

Cons

- Sunday is a shorter day, so for the pleasure of working on your Sunday you get to give up your lunch hour in other days you work that week. - Can be difficult to book holiday - There is an Aviva way of doing things, and that way is usually 'how can we make this as frustrating and wasteful as possible?' - then they try to work backwards from there, and make it more efficient. Examples include duplicating and even triplicating daily work; and replacing existing systems with systems that are inferior, leaving the existing (working) systems up but banning everyone from using what actually works. - Role is ever-changing, and training is insufficient. - If you aren't lucky enough to be in the same building, floor, and area as a subject matter expert, you have to guess at the answer, or hope that the expert will eventually respond to your email and you can get back to your customer with the correct information. Sometimes, the subject matter expert has even left the business. - Things that work well are removed/changed without good reason, and things which will cause a problem (with potential problems being pointed out before launch) are left 'until we get enough complaints' - New staff will probably be paid more than you after they finish training, especially if you've been there for a few years already; the onus is on you to try and decipher the corporate-speak on the pay chart and tell your manager why you deserve to be in a higher salary band - Endless data logging with nothing to show for it - just because one of the head honchos wants the information and the managers don't know enough about the work to provide it. - Inequality between call centre sites - one site gets finger-pointing emails sent around if they don't log 90% of their data, whereas other sites are praised for logging 60% of their call/email data - Some toxic culture - while most colleagues are fine people, a small minority get away with being generally rude, telling people to shut up if they don't like what they are (respectfully) suggesting, and making snide personal comments that don't belong in a professional environment. - Some favouritism among management however I did not personally encounter this more than would be standard in any office environment - In Bristol, no real recruitment is being done for the call centre despite high levels of attrition - If you aren't interested in staying in the call centre there are very few opportunities for you.

Cons

Underpaid Minimal progression opportunities If you do progress internally level of pay increase is minimal compared to what would pay external candidate A lot of change and very unstable

Cons

didnt pay much and projects are not too excited

Cons

the role is undervalued company thinks IT is agile enough and doesn't need to improve majority of developers in your team are based in different offices or different country

Cons

Very clicky. You only get on if your face fits and brown nose Backstabbing is a regular occurance and you constantly feel you're pulling knives out of your back Lack of understanding in pockets over illness and bereavement. Then in other pockets they fall over themselves You have no say over what performance score you're given which affects pay increase and bonuses. Sporadic training given Regurly breaks employment laws and they know theyre untouchable. Would I recommend-definitely not

Cons

Salary is poor vs rest of market unless you come in externally Annual pay increase usually small Progression limited once you reach C / D grade (entry level grade would be B for basic admin / call centre role) Entry level often treated like children

Cons

No time to get your work done Letting your customers down because you have no time to deal with their requests Doing everyone else's work but your own (how is that for moral?) Huge case loads Feeling like the managers are doing you a 'favour' by granting you time off the phone Staying late to get things done (unpaid) Incompetent Business Managers who are completely out of touch with the job their staff do Incompetent Team Managers who do next to nothing Poor pay for the job we do (the work of maybe 5 different professions) Near impossible Pay Progression structure Experienced staff leaving and being replaced by temps Colleagues having emotional breakdowns

Cons

More pay would be nice