Spring Venture Group Reviews

The company no longer operates within its own values: Authenticity, Accountability, & Innovation Here are examples of the company opposing their own values: Lead distribution: SVG management is purposefully vague--or intentionally lies to agents--when asked about how they distribute their lead sources to agents. Agents were told it is "completely random" in the past, and now managements stance has changed to "20% random." During the entirety of my 3.5 years at SVG, I never got any closer to understanding lead distribution. Every agent is told is to "control what you can control" to motivate you back to a good spot, although that threshold was arbitrary. I finished 7th in the company in total production one month, then immediately the next month began and there was an obvious change in lead quality, to which I finished below 40% of quota for that following month. From day one, management was never transparent or Authentic to their employees about leads. Micro-Managing: As SVG grew from 75 agents to over 500 agents, it is understandably necessary to provide more defined processes so as to increase efficiency and lines of communication. However, the amount of changes paired with a fundamental lack of regard for their employee's overall satisfaction on a daily level continues to cause more obstacles to agents than it eliminates. In one year, they changed: the CRM functionality, the software you use to communicate with every other person in the company, how to quote a client, how to submit a deal, how post-sale issues are managed, how to manage the clients you talk to, and how to manage the clients you do not talk to. The amount of top-down change driven by upper-managements' goals is eroding the manager-agent relationships which is vital to every agent's success. Spring's myopic focus on cookie-cutter systems to improve their cost-per-acquisition across the board has left out a crucial cost to the business: retention. SVG's running retention is ~30% to the best of my knowledge. SVG's thirst for Innovation has diminished the abilities of the agent to produce as effectively and has stifled its employee's overall satisfaction in its wake. This is wildly short-sighted and will result in increased attrition, a larger bottom line, and a more toxic culture between management and the employees. Pay Expectations: As it stands today, an agent employed today will earn approximately $18,500 less per year than someone with the same exact production who joined in 2019 or before. I personally sat next to many co-workers/friends who knew I was making more every time I sold than they did. In 2017, the company stated 90k a year is commonplace. This is still their mantra even after their numerous alterations to compensation. SVG moves the goal-post on expectations for projected income (artificially assuming agents will get more referrals from existing clients etc.) in order to make up for lost ground on the reality of the job. Each year I was employed by SVG my total earnings decreased while my total production was up year-over-year for 3 years in a row. Usually, as you become more experienced in a job, your pay increases. The per-policy payout on our primary business, Medicare supplements, has dwindled while Spring has replaced this with a push toward ancillary products like Dental, Vision, & Hearing and Critical Illness. The primary function of the job has slowly shifted from saving people on insurance to selling as many people ancillary products they likely do not need and will forget about after the phone call while SVG draws money out of their bank account. The catch 22 is that an agent's pay just from supplements isn't enough for the long hours, grueling work, and incessant guard rails to follow, so the only solution then becomes to forego what is good for the client's pocketbook in order to attain any real financial rewards. SVG has little Accountability internally as they make decisions that incentivize immoral, mischievous behaviors from their agents to achieve ancillary sales goals at the cost of the customer's financial well-being. Final thoughts: All that being said, Spring can bring a lot to the right person who knows what to do with it and has properly set expectations in the beginning. If you are comfortable knowing that Spring sees you as replaceable, will not uphold their own values in interactions with you, and constantly makes decisions at the expense of their employees & clients, a person can learn a lot about themselves, sales, and understanding how a business should(and shouldn't) run. But most importantly, you can learn the most valuable skill of all: how to make decisions.

Can't think of any at the moment. Would have said more coffee flavors needed but they covered that in a recent all company survey. Keep covering the important stuff like that and I will be a very happy employee!