Asurion Employee Reviews for Supervisor

What do you like about working at Asurion?

"Good benefits. Good people. Used to be very happy here. Things have changed, and have been changing for a long time now."

Do you have any tips for others interviewing with this company?

"Ask questions. Research online, the roles, reviews, and reputation. Ask about expectations. Ask about support, tools, resources. Be careful. This company still has a lot of potential, and a lot to offer - but they are quickly headed in the wrong direction."

What don't you like about working at Asurion?

"Lack of follow-through. Lack of focus and direction, very much like a string tied in the middle and flapping both ends in the wind. Systems are unstable and frequently down. Customers and clients are not properly educated about the services and are often even misled, leading to an ever increasing level of escalated and unhappy individuals and entities who are not being appropriately handled or directed. Instead they take their frustration out on employees who are required to endure an unreasonable level of abuse as a result. Tools and resources are inadequate, ineffective, and virtually non-functional. Performance expectations are unreasonable given the above situations - would be highly attainable with proper resources, tools, education, and staffing. Legitimately earned vacation time is often denied due to the needs caused by the above deficiencies. Job descriptions are not accurate or representative of reality. Training is basic and not adequate to the situations encountered. Work/Life Balance is non-existent. Industry Regulations are not followed. I could go on and on. It did not used to be like this - but has been deteriorating for the past few years."

What suggestions do you have for management?

"Get in touch with reality. Your people are people, not machines. You can not continue to expect the impossible while failing to provide the tools and resources necessary for the tasks at hand. Upper Management needs to come out of their offices and become more in touch with the day-to-day operations, both good and bad. People need to be supported, feel valued, appreciated, and impactful. Abuses need to reduced. Jobs need to be performed by those hired to perform them. Some vital areas are being left unattended while those persons fulfill roles created by the chaos of the above."

What do you like about working at Asurion?

"Many wonderful people. Legitimate valuable service offered. At least somewhat of a level of job security in tough economy. The claimed role I was applying for - loved it. The reality is different."

Do you have any tips for others interviewing with this company?

"Be careful. This company has many wonderful things to offer. They also have many opportunities. Highest number of escalations and unhappy customers seen in 30 years of customer service - not being addressed. High levels of abuse required to be tolerated by employees on the part of both customers and clients. Daily changes, no focus, no follow-through, no long-term fixes. Tendency to quickly bandage a problem and forget about it."

What don't you like about working at Asurion?

"Unstable systems that are frequently down an always unreliable. Service has value, but is poorly educated and explained to those accepting it resulting in highly escalated callers. Not supported by the clients who hire us. Continuous and on-going staffing issues over the 10 years I was there. High pressure for overtime, additional tasks, roles, and responsibilities making it impossible to do you own actual work Legitimately earned and accrued time off frequently denied due to staffing. Company's performance expectations would be reasonable, if the tools and resources were provided - but they are not - therefore performance expectations are unrealistic with current lack of resources, education, training, and proper support channels. High FMLA leave, High Stress, Low Morale."

What suggestions do you have for management?

"Recognize your issues, be honest with your employees, stop lying, glossing over, sugar-coating - or making commitments you have no intention or ability to deliver on. Recognize your people as being human. Give them the tools, the processes, and the support they need to fulfill their roles. Let them do the roles they were hired for, and are good at. Recognize them as humans with needs."