Worst job culture for advancement. High stress expectations of employees.
Pros: Get to meet nice smart coworkers.
Cons: Fear based call center culture promoted by supervisors & managers.
Each pod of employees in the Customer Service Department (about 10-12 employees) has a supervisor who oversees your calls and statistics. Geico expects normal people to hussle with high time efficiency and high accuracy to ever-changing rules and regulations (up to ten per week) that are initiated by management (NOT BY STATE INSURANCE COMMISSION). So nearly all of these rules are highly arbitrary. Not complying to the rules (even on the day that they are put in place) can create a low score on your calls, depending on your supervisor.
Management "gates" the calls that the computer sends your way. If management wants you to have a high "A-call" score for the week and/or month, they will gate you for a lot of billing calls, which are quick and easy. Your future is entirely at the whim of management. If you are lucky enough to land a job in another department at Geico, it will only be for the same pay or less, rarely at a significantly improved pay rate.
If you are sick for more than two days per six month period, your dependability scores become less than acceptable, and in conjunction with average A-call scores, you will be placed on a two-month performance plan (PIP), after which management has the option of firing you. Employees disappear and are replaced in a constant flow.
During the months of December, January, and half of February, Geico management encourages the firing of employees that are not desired (even for arbitrary supervisor reasons -- some supervisors make a point of firing those who complain to HR). Some people are even fired on "ghost calls" – more... (fake calls that are specifically designed to make you mess up). The result of these firings is that the annual profit sharing does not go to the fired people for the past year. The profit sharing checks are released at the end of February. So there is a corporate culture encouraging the fear of being fired.
Geico retains less than 60% of their employees. That says it all. If you Google Geico's employee retention rate, all you'll get is their retention rate of their insurance customers, NOT THE RETENTION OF GEICO'S EMPLOYEES. Geico spends a lot of money cleaning up their image online. I personally asked a former Vice President of Geico what the average length of time that a worker stays at Geico and he said two years. Those that stay more than five years, according to him, was only around 15%.
If you want to practice your ability to talk to a lot of people on the phone, and only want to work for a couple of years, work there at your own risk. Geico fires a lot of employees and rarely pays out unemployment because of HOW THEY SET YOU UP AND HOW THEY USE ARBITRARY RULES to encourage low scores for those who aren't the chosen few. Working there will burn you out if you fight for your job against their (arbitrary) tide. If and when you go, you won't be able to count on an unemployment check. As soon as you start working at Geico, the best strategy is to immediately look for another job, preferably not in the insurance field, because most insurance companies are only just slightly better than Geico. – less