Been There – you take some large steps in assuming that these employees didn’t do their job to the end.
Not everybody is vindictive when making a career change. I would venture to guess that they would have performed to the end in order to maintain some level of credibility with existing clientele if they have any intention of bringing them aboard at AON.
CRC is just ticked off they had no control
employees have to take care of themselves
to a company an employee is an employee they don’t evaluate
Loyalty & Experience when they let them go
the only time they look at that is when employees resign
I have to say a lot of theses company’s have revolving doors
when it comes to their employees
When the tables are turned and theirs a mass walk out rather than a mass lay off then the companies become considered
Had you let theses people go due to the economy you would not had been devastated
In theses times you cant blame employees as their job is never secure
I saw this email come out yesterday and thought…did they all walk out because of something that happened at CRC (change in benefits to employees, management issues?) or did they get a better offer from another broker? Anyone know?
I love it. It’s about time a company got screwed. I don’t know CRC but I have no doubt that they have done what all the others have…. work harder for less. Sooner or later it is gonna come back and bite the corporate greedy butts. I hope it happens here.
I do business with CRC which I consider it a good company. Perhaps the employees resigned because someone who knows or worked for this organization lured them with better pay or benefits. Believe it or not, it happens in the Industry at the corporate,brokerage or agency level.
How many wholesalers can the largest at one time. Crump, Aon, Brown & Brown and now CRC all claim to be the largest. Maybe CRC becomes “next to the largest” now!
Yes, we are the Best Bank in Town, that’s why we are still around ! We prefer to live within our means instead of over our heads. That’s why we are still strong and didn’t need to be bailed out.
We didn’t take it, it was shoved down our throat as our wonderful government wanted the interest money. We repaid it the first day we were allowed.
That’s the whole truth.
Experienced – no you do not know anything about CRC. They are not “corporate greedy butts”, but treat their employees very well. People come and go and get lured away with promises which may or may not come to fruition.
Why should the employees care about how the company feels. When it comes time to make the board members happy they let anyone go. I gave my loyalty to my last company but when it came right down to it they let me go. I feel the people need to look out for themselves because even though the company says there employees are very important it is always the bottom line that does the talking.
Ryan Specialty Group Recruits About 100 Employees From CRC. Ryan Specialty Group, a start-up insurance brokerage founded by the former chief executive of Aon Corp., has recruited about 100 employees from an insurance unit of BB&T Corp., according to people familiar with the matter.
Mike, you are right. All employees have to have a little bit of a “gunslinger” approach these days. You have to watch out for yourself first, because the reality is that most employers are not really watching your back. Some do, but it really is a business deal these days. As an employee, I use my employer for what I need and they use me for what they need. Never get caught off guard.
It’s not embarrassing for CRC but those employees who plotted to leave for months while costing CRC a huge monetary damage by, say, not hiring new tallent while the nation needs jobs, or refusing to answer calls which could have been potentially to CRC’s benefit. Shame on them. If they have done it to CRC, they will do it again.
As an employee of the Ins Division of BB&T I feel very fortunate to be working for them. They are a company with high standards and you may or may not believe this but I truly feel they care about their employees. They have great benefits and treat their employees well.
It’s unfortunate that these CRC empolyees decided to make such a dramatic statement and all resign at once. Insurance is a very small community and I sure hope that this works out for them because if it doesn’t…..I think we will see them in the unemployment line.
C’mon !
100 employees, all the SAME day ?
They knew what/where they were going, etc..
What’s curious is: AON..-didn’t they have an ear to the ground, or are they running around saying, “OMG ! This is such a SURPRISE !!!!!!”
I can never get a quote out of CRC anyway, even if you send it in early they only work on it last minute. Wonder if they will have the same quote timetables at the new place?
CRC has done the same to other companies I belive. Maybe Swett in Texas and/or IL? Don’t know the hard facts, but they have recruited large amounts of employees from other companies as well. As a former employee, my time there was wonderful and they pay well, but as any other company goes…there are problems with management.
Earlybird…AON and Brown & Brown are retailers…Crump and CRC are wholesalers…and actually since the merger of AmWINS and Colemont I believe they are now the largest wholesaler based on premium handled…
I worked for CRC for many years, and was always treated very nicely. Tom was a true gentleman always. Do they focus on production and profit? Of course they do! If you’re working hard and producing business then they take great care of you. Companies aren’t charities! They’re in the business of making profits for owners & shareholders. Wake up anyone in any business that thinks you can stroll in the office from 9 – 5 and expect to be rewarded for nothing in return!
I hear you. A company needs to show a profit to the shareholders and I agree with you that companies are not a charity. Either are employees. I am not talking about the employees that are the “Not my job” types or the in at 9 out at 5 exactly people. I am talking about the people who put in an effort to move the company forward. The type that are not just there for the paycheck. You said it best Executives are responsible for making one group happy and that is the shareholders. Don’t get me wrong there are some companies that care about the employee but I don’t think many of them are public compannies. I am just saying that people need to watch there own backyard. Take care of themselves. CRC may be a great company to work for. I am sure that the other company did give incentives for the mass exodus so they could get up and running ASAP. At least we know in this economy that there are about 100 job openings at CRC. Maybe I will send my resume over there.
Whatever happened to LOYALTY? True, money talks, but if you’ve been working for a place for years, how can you do something like this to them without at least giving them the benefit of some real notice? If you want to leave, you couldn’t do it gradually?
A few years back a local wholesaler let all of its commercial brokers go; flat out laid them off. Unbeknownst to that agency, these people had been all lined up to jump ship to another wholesaler all along and were planning to give their notice anyway.
He who laughs last, last best.
It does seem like CRC gave up a lot of their soul when BBT came in. I say that as a proud BBT customer but also as someone who admired the work that Tom and his team did to build the CRC business. Remember all the insurance conventions (and magazine ads) where they would show up with and give away fake noses? They put some fun into an otherwise boring business by claiming “We Nose Best!!”
organizations are into a phase of creative disassembly where constant reinvention and adjustments are constant. Hundreds of thousands of jobs are being shed by State Farm, GE, Chevron, Sam’s Club, Wells Fargo Bank, HP, Starbucks etc. and the state, counties and cities. Even solid world class institutions like the University of California Berkeley under the leadership of Chancellor Birgeneau & Provost Breslauer are firing staff, faculty and part-time lecturers.
Yet many employees, professionals and faculty cling to old assumptions about one of the most critical relationship of all: the implied, unwritten contract between employer and employee.
Until recently, loyalty was the cornerstone of that relationship. Employers promised job security and a steady progress up the hierarchy in return for employees fitting in, performing in prescribed ways and sticking around. Longevity was a sign of employeer-employee relations; turnover was a sign of dysfunction. None of these assumptions apply today. Organizations can no longer guarantee employment and lifetime careers, even if they want to.
Organizations that paralyzed themselves with an attachment to “success brings success’ rather than “success brings failure’ are now forced to break the implied contract with employees — a contract nurtured by management that the future can be controlled.
Jettisoned employees are finding that the hard won knowledge, skills and capabilities earned while being loyal are no longer valuable in the employment market place.
What kind of a contract can employers and employees make with each other? The central idea is both simple and powerful: the job or position is a shared situation. Employers and employees face market and financial conditions together, and the longevity of the partnership depends on how well the for-profit or not-for-profit continues to meet the needs of customers and constituencies. Neither employer nor employee has a future obligation to the other. Organizations train people. Employees develop the kind of security they really need — skills, knowledge and capabilities that enhance future employability.
The partnership can be dissolved without either party considering the other a traitor. Employee loyalty to management is dead. Insurance needs a Rx for employee loyalty reform.
Been There – you take some large steps in assuming that these employees didn’t do their job to the end.
Not everybody is vindictive when making a career change. I would venture to guess that they would have performed to the end in order to maintain some level of credibility with existing clientele if they have any intention of bringing them aboard at AON.
CRC is just ticked off they had no control
employees have to take care of themselves
to a company an employee is an employee they don’t evaluate
Loyalty & Experience when they let them go
the only time they look at that is when employees resign
I have to say a lot of theses company’s have revolving doors
when it comes to their employees
When the tables are turned and theirs a mass walk out rather than a mass lay off then the companies become considered
Had you let theses people go due to the economy you would not had been devastated
In theses times you cant blame employees as their job is never secure
I saw this email come out yesterday and thought…did they all walk out because of something that happened at CRC (change in benefits to employees, management issues?) or did they get a better offer from another broker? Anyone know?
So BB&T isn’t the Best Bank in Town after all?
I love it. It’s about time a company got screwed. I don’t know CRC but I have no doubt that they have done what all the others have…. work harder for less. Sooner or later it is gonna come back and bite the corporate greedy butts. I hope it happens here.
I do business with CRC which I consider it a good company. Perhaps the employees resigned because someone who knows or worked for this organization lured them with better pay or benefits. Believe it or not, it happens in the Industry at the corporate,brokerage or agency level.
How many wholesalers can the largest at one time. Crump, Aon, Brown & Brown and now CRC all claim to be the largest. Maybe CRC becomes “next to the largest” now!
Hey Fl Agent:
Yes, we are the Best Bank in Town, that’s why we are still around ! We prefer to live within our means instead of over our heads. That’s why we are still strong and didn’t need to be bailed out.
Actually BB&T took $3.1 billion in the bailout. Just the facts.
We didn’t take it, it was shoved down our throat as our wonderful government wanted the interest money. We repaid it the first day we were allowed.
That’s the whole truth.
Experienced – no you do not know anything about CRC. They are not “corporate greedy butts”, but treat their employees very well. People come and go and get lured away with promises which may or may not come to fruition.
Why should the employees care about how the company feels. When it comes time to make the board members happy they let anyone go. I gave my loyalty to my last company but when it came right down to it they let me go. I feel the people need to look out for themselves because even though the company says there employees are very important it is always the bottom line that does the talking.
Ryan Specialty Group Recruits About 100 Employees From CRC. Ryan Specialty Group, a start-up insurance brokerage founded by the former chief executive of Aon Corp., has recruited about 100 employees from an insurance unit of BB&T Corp., according to people familiar with the matter.
Mike, you are right. All employees have to have a little bit of a “gunslinger” approach these days. You have to watch out for yourself first, because the reality is that most employers are not really watching your back. Some do, but it really is a business deal these days. As an employee, I use my employer for what I need and they use me for what they need. Never get caught off guard.
It’s not embarrassing for CRC but those employees who plotted to leave for months while costing CRC a huge monetary damage by, say, not hiring new tallent while the nation needs jobs, or refusing to answer calls which could have been potentially to CRC’s benefit. Shame on them. If they have done it to CRC, they will do it again.
As an employee of the Ins Division of BB&T I feel very fortunate to be working for them. They are a company with high standards and you may or may not believe this but I truly feel they care about their employees. They have great benefits and treat their employees well.
It’s unfortunate that these CRC empolyees decided to make such a dramatic statement and all resign at once. Insurance is a very small community and I sure hope that this works out for them because if it doesn’t…..I think we will see them in the unemployment line.
Mike-I can’t stop agreeing with you on this. What you just said sounds like Lockton Los Angeles. HAHAHA!
C’mon !
100 employees, all the SAME day ?
They knew what/where they were going, etc..
What’s curious is: AON..-didn’t they have an ear to the ground, or are they running around saying, “OMG ! This is such a SURPRISE !!!!!!”
I am very proud to be a CRC Broker and part of a such a fantastic team. Everyday I am amazed with the expertise of those around me. WE SO ROCK!!
They are all going under Turner. I hear the brokerage name is going to be Rainey or something similair but it was bankrolled by Ryan.
I can never get a quote out of CRC anyway, even if you send it in early they only work on it last minute. Wonder if they will have the same quote timetables at the new place?
CRC has done the same to other companies I belive. Maybe Swett in Texas and/or IL? Don’t know the hard facts, but they have recruited large amounts of employees from other companies as well. As a former employee, my time there was wonderful and they pay well, but as any other company goes…there are problems with management.
wholesalers are people, not companies. you go with the person you trust and provides quality service, not necessarily their company.
Earlybird…AON and Brown & Brown are retailers…Crump and CRC are wholesalers…and actually since the merger of AmWINS and Colemont I believe they are now the largest wholesaler based on premium handled…
I worked for CRC for many years, and was always treated very nicely. Tom was a true gentleman always. Do they focus on production and profit? Of course they do! If you’re working hard and producing business then they take great care of you. Companies aren’t charities! They’re in the business of making profits for owners & shareholders. Wake up anyone in any business that thinks you can stroll in the office from 9 – 5 and expect to be rewarded for nothing in return!
I hear you. A company needs to show a profit to the shareholders and I agree with you that companies are not a charity. Either are employees. I am not talking about the employees that are the “Not my job” types or the in at 9 out at 5 exactly people. I am talking about the people who put in an effort to move the company forward. The type that are not just there for the paycheck. You said it best Executives are responsible for making one group happy and that is the shareholders. Don’t get me wrong there are some companies that care about the employee but I don’t think many of them are public compannies. I am just saying that people need to watch there own backyard. Take care of themselves. CRC may be a great company to work for. I am sure that the other company did give incentives for the mass exodus so they could get up and running ASAP. At least we know in this economy that there are about 100 job openings at CRC. Maybe I will send my resume over there.
Whatever happened to LOYALTY? True, money talks, but if you’ve been working for a place for years, how can you do something like this to them without at least giving them the benefit of some real notice? If you want to leave, you couldn’t do it gradually?
Might this have been a “Reverse Chainsaw Jack?” Or might The Pat Ryan Epressway have done CRC a favor? Or was talent from particular niches excized?
A few years back a local wholesaler let all of its commercial brokers go; flat out laid them off. Unbeknownst to that agency, these people had been all lined up to jump ship to another wholesaler all along and were planning to give their notice anyway.
He who laughs last, last best.
Oops, the best part was the former staffers were all provided with very generous severance pay.
It does seem like CRC gave up a lot of their soul when BBT came in. I say that as a proud BBT customer but also as someone who admired the work that Tom and his team did to build the CRC business. Remember all the insurance conventions (and magazine ads) where they would show up with and give away fake noses? They put some fun into an otherwise boring business by claiming “We Nose Best!!”
Anyone know how they got around the non compete issue?
Hmmmm…they will probably merge at some point in time.
organizations are into a phase of creative disassembly where constant reinvention and adjustments are constant. Hundreds of thousands of jobs are being shed by State Farm, GE, Chevron, Sam’s Club, Wells Fargo Bank, HP, Starbucks etc. and the state, counties and cities. Even solid world class institutions like the University of California Berkeley under the leadership of Chancellor Birgeneau & Provost Breslauer are firing staff, faculty and part-time lecturers.
Yet many employees, professionals and faculty cling to old assumptions about one of the most critical relationship of all: the implied, unwritten contract between employer and employee.
Until recently, loyalty was the cornerstone of that relationship. Employers promised job security and a steady progress up the hierarchy in return for employees fitting in, performing in prescribed ways and sticking around. Longevity was a sign of employeer-employee relations; turnover was a sign of dysfunction. None of these assumptions apply today. Organizations can no longer guarantee employment and lifetime careers, even if they want to.
Organizations that paralyzed themselves with an attachment to “success brings success’ rather than “success brings failure’ are now forced to break the implied contract with employees — a contract nurtured by management that the future can be controlled.
Jettisoned employees are finding that the hard won knowledge, skills and capabilities earned while being loyal are no longer valuable in the employment market place.
What kind of a contract can employers and employees make with each other? The central idea is both simple and powerful: the job or position is a shared situation. Employers and employees face market and financial conditions together, and the longevity of the partnership depends on how well the for-profit or not-for-profit continues to meet the needs of customers and constituencies. Neither employer nor employee has a future obligation to the other. Organizations train people. Employees develop the kind of security they really need — skills, knowledge and capabilities that enhance future employability.
The partnership can be dissolved without either party considering the other a traitor. Employee loyalty to management is dead. Insurance needs a Rx for employee loyalty reform.