Sun Life reviews

1. The reporting managers are here for 12-14 years and lack basic technical skills that leaves no space for changes at ground level . They will rate you not on the basis of performance but on the basis of some absurd factors. 2.Higher Management talks about Big things in townhalls but clearly lack vision ,nothing concrete happens at the ground level. The Leadership team is not connected with people . They need to come out of cabin culture . 2. Recently, the company is experiencing high level of attrition by its old employees as well as new joinees who understand in a couple of months time about the quality of work in the company. 4 The good quality work goes to vendors like Accenture or TCS as the Canadian partners are aware of incapability of India Center . In a nutshell, the india center only gets the work which is of low quality and rejected by vendors . 5. If you stay here for 4-5 years , it really gets difficult to get another opportunity as they are very behind in terms of technologies and tools.Many people in the company are stuck for close to 12 years. 4. Beware - They may offer you better compensation w.r.t. other companies at time of hiring ,but u will land up doing something very mediocre. 5. This is a place where higher Management gets promotion every 2 years while the people who really deliver don't get vertical growth.

The salaries paid at SLF are lower than most other insurance companies in Montreal. There are many people sprinkled throughout management who don't seem to understand that if you have an increase of 200% of incoming work, that your actual workers may be able to sporatically increase their production efforts but cannot keep up with the increased demand and will slowly faulter, the work will pile up, there'll be a 2 year backlog and people will start to leave, the number of workers will therefore decrease and add to the stress of the employees, they'll do less work because they're unhappy, their sick leave rate will increase and this will result in less work getting done, and so on. SLF needs to hire more people, rather than focus on profits, so that the work gets done. In the past few years much energy has gone into creating a more efficient company, think sigma-six, lean solutions, etc. While the training is helpful and relevant, the company appears to have taken a good thing and squeezed it too hard. The atmosphere in many departments is stressful and understaffed. Ongoing pressure to put effort to produce ideas to increase efficiency works backwards instead of actually creating ideas, it is creating more work. For claims management its all about being a team, which means that you're expected to get a certain number of tasks done per day, and while this is attainable, it won't be enough to keep up with the incoming work. For sanity's sake if you push harder and do more, you'll be rewarded with your team-mate's work, since you're a team you cannot complain because then you're not a team-player. In claims management specifically, not super sure about all other departments, when you take vacation, which you've earned, you actually are responsible for doing all the work which needs to be done in your absence, despite not being at work. It doesn't mean you need to work while you're on vacation, necessarily, but it does mean that the time off, is really just an ability to do the same amount of work in a shorter period of time, since none of your work will be reassigned in your absence. This means when you're preparing for vacation, the weeks leading up to it are more stressful as you inevitably end up putting in extra hours, and when you get back you have weeks of backlogged work that needs to be handled immediately.