Pros: great collegues, good marketing model, when the competition offers to hire you!
Cons: starving wages, health benefits are minimal & very expensive, expect to work holidays, spied on by corporate cameras, high turnover, etc!
The agents, managers, and District Managers are hard working and strive to meet sales goals, provide great customer service, and grow the business. On the surface, Pronto Corporate office and upper management has a great culture of providing all the tools needed to support the field. Stay hungry and grow the business mentality!
Now lets pull back some layers on the Pronto culture. Pronto is based in the Valley and has been around since the 1990s. They are expanding into the big cities such as Austin, San Antonio, and Houston. Reviews from the Valley area locations will be positive because the locations are well established and the size of them are 75k - 200k. Hence, a huge chunk of the agent's or manager's paycheck is bonus based on size of location. Cost of living is much lower in this area as well when compared to the big city.
The tool that is missing for Austin, San Antonio, and Houston is compensation. A new hire starts at only $7.50/hr. Once they get a limited lines license, the pay goes to only $8.25/hr. Once they get a P&C license, the pay goes to only $9/hr. Plus, the new hire pays for all licensing fees, study materials, and tests associated with it. Several problems: 1) The competition pays $10/hr., $12/hr., and $15/hr. respectively. When a fellow agent does get their license, they move on to the competition. and this results in high, high, high turnover. 2) The hourly pay has been the same since 1997. 3) the cost of living in the big city is higher than the valley 4) When a location does grow, the hourly pay only bumps up in 25 cent increments. 5) a long term employee – more... is about 2-6 months. 6) Overall, the unlimited income philosophy is a joke on the payout.
Other funny issues: 1) Unlimited income potential philosophy is preached. Hmmm...a high bar has to be reached first, the hourly pay is 15 years old, the competition pays more, lots of out-of-pocket expenses, high turnover. 2) Corporate loves spying on agents and locations on the cameras and reprimanding for it based on a snapshot. 3) Lots of pep rally type functions for the managers that takes place away from the big cities and causes staffing issues for locations because the manager is away. 3) Managers and agents will be expected to bounce around helping other locations not to grow the business...but to provide coverage due to high turnover and staffing issues. 4) expect to work on holidays when the competition is closed.
Employees really do "Stay Hungry" at Pronto Insurance!!!
It's embarrassing offering an adult $7.50/hr. Being more in line with the competition with compensation will foster several things: 1) Ability to hire better talent. 2) Reduce turnover 3) Stronger commitment to stay at Pronto to grow the business.
The model in the Valley would have worked in the big cities ...if...this was still the 1990s. It is 2014, the Valley is already established, and an updated agenda in the area of compensation is needed.
Finally, do a cost analysis of the time, resources, and money spent on the high turnover and apply it to a formula for a higher retention rate. You will find that being in line with the competition will be cost effective for Pronto and allow you to retain great employees to be able to grow the business with your marketing model.
Stay Hungry slogan currently means "Starving" to the average Pronto agent and manager in the areas Pronto is trying to grow - big cities! – less