INVESTIGATION: Senior Healthcare Consultants Customers & independent consultants can feel confident and secure when doing business with RJR / SHC ~ Senior Healthcare Consultants has a proven track record developing excellent consultants to aide and advise the ever increasing senior population in relation to healthcare needs and the constantly changing Medicare landscape.
Rip-off Report Investigation:
EDitor's Comment:
RJR / SHC ~ Senior Healthcare Consultants (www.shcmarketing.com) gets a EXCELLENT RATING in customer support from Rip-off Report and continues to be an industry leader in fulfilling its commitment to provide excellent customer service. RJR / SHC ~ Senior Healthcare Consultants pledges to resolve all valid complaints from former consultants and address representative issues. Initially this EDitor had concerns about RJR / SHC ~ Senior Healthcare Consultants, but after investigating Senior Healthcare Consultants it quickly became apparent that the numbers speak for themselves; with the amount of Clients (SHC has served over a quarter of a million people) there was virtually no negative customer reports found. The minimal number of reports came from former consultants. With thousands of representatives and 250,000+ clients, Senior Healthcare Consultants is bound to be the subject of a certain number of complaints about agent conduct, as well as product or administrative complaints.
Rip-Off's investigation found such complaints, but importantly also found that RJR / SHC ~ Senior Healthcare Consultants is committed to resolving such complaints quickly and doing everything possible to satisfy its Consultant team as well as their clients. It also takes appropriate action against any of its representatives who are found to have conducted themselves improperly or unethically. We believe that the number of complaints against this company, whether through the Internet or other channels, is extremely small when put into the context of its large size. Most big companies would never commit themselves like Senior Healthcare Consultants has.
Read our investigative Report and Senior Healthcare Consultants commitment to 100% consumer satisfaction and why consumers should feel safe, confident and secure when doing business with a member of Rip-off Report's Corporate Advocacy Business Remediation & Customer Satisfaction Program. ..yes, a long name for a program that does a lot for both consumers and businesses alike.
RJR / SHC ~ Senior Healthcare Consultants provides products and services through independent consultants. Senior Healthcare Consultants has a proven track record of developing excellent consultants to aide and advise the ever increasing senior population in relation to healthcare needs and the constantly changing Medicare landscape. Through meeting directly with seniors and discussing their individual needs and goals a SHC ~ Senior Healthcare Consultant is able to suggest a customized strategy for seniors to avoid the pitfalls of ever increasing medical costs. This EDitor found RJR / SHC ~ Senior Healthcare Consultants' business opportunity is attractive to people from many different backgrounds, and success comes from following their tried and proven systems, and a company that he can feel comfortable giving his stamp of approval to.
Read about Rip-off Report Corporate Advocacy Business Remediation & Customer Satisfaction Program,..A program that benefits the consumer, assures them of complete satisfaction and confidence when doing business with a member business. this program works.
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NOW TO THE ORIGINAL REPORT THAT WAS FILED
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SHC Agents Charned and Burned Ripoff Valdosta Georgia
While the products are well supported and customer service seems to be a goal the agents are treated like cattle.
Surprisingly this organization continues to flourish despite its growing poor reputation among insurance professionals. The primary concern is the companys direct and distinct captivity of non-employees. Traditionally a captive agent would be afforded the courtesy of small base salary full benefits from day one and expenses for the purpose of marketing an organizations products. None of those standards are true here. The agent is on the hook for all the expenses including the lion's share of the preset appointment cost.
In this case the interviews are cattle calls and the training process in extremely entry level suggesting a desire to induce inexperienced or newly licensed agents. This is were things get very sticky. Once signed on your bound and will never ever be aloud a release for those products. Meaning that if you do not meet any one of a very long list of qualifiers
Quotas you may be summarily dismissed or directed to re-earn the right to participate in the standard preset appointment marketing plan. While quotas are always great for building a polished professional sales team they should never be used or aligned for the purpose of profiting from false failures.
Normally when measuring turnover in a corporation the primary goal is retention of the employee. Given that the national average for employee turn over is somewhere in the 22-31 percent range this company's 90-94 percent turn over rate is appalling. This smacks of CHURN and BURN methodologies.
Please be very aware that if you choose a career path with this company that you are willing to risk the loss of years of renewal income to the whims of its management.
Clint
Valdosta, Georgia
U.S.A.
4 Updates & Rebuttals
Clint turner
Valdosta,Georgia,
U.S.A.
SHC Churn and Burn
#5Author of original report
Tue, July 24, 2007
While the products are well supported and customer service seems to be a goal the agents are treated like cattle.
Surprisingly this organization continues to flourish despite its growing poor reputation among insurance professionals. The primary concern is the companys direct and distinct captivity of non-employees. Traditionally a captive agent would be afforded the courtesy of a small base salary full benefits from day one and expenses for the purpose of marketing an organizations products. None of those standards are true here. The agent is on the hook for all the expenses including the lions share of the preset appointment cost.
In this case the interviews are cattle calls and the training process in extremely entry level suggesting a desire to induce inexperienced or newly licensed agents. This is were things get very sticky. Once signed on your bound and will never ever be aloud a release for those products. Meaning that if you do not meet any one of a very long list of qualifiers or quotas you may be summarily dismissed or directed to re-earn the right to participate in the standard preset appointment marketing plan. While quotas are always great for building a polished professional sales team they should never be used or aligned for the purpose of profiting from false failures. Normally when measuring turnover in a corporation the primary goal is retention of the employee. Given that the national average for employee turn over is somewhere in the 22-31 percent range this companys 90-94 percent turn over rate is appalling. This smacks of CHURN and BURN methodologies.
Please be very aware that if you choose a career path with this company that you are willing to risk the loss of years of renewal income to the whims of its management.
Clint turner
Valdosta,Georgia,
U.S.A.
SHC Churn and Burn
#5Author of original report
Tue, July 24, 2007
While the products are well supported and customer service seems to be a goal the agents are treated like cattle.
Surprisingly this organization continues to flourish despite its growing poor reputation among insurance professionals. The primary concern is the companys direct and distinct captivity of non-employees. Traditionally a captive agent would be afforded the courtesy of a small base salary full benefits from day one and expenses for the purpose of marketing an organizations products. None of those standards are true here. The agent is on the hook for all the expenses including the lions share of the preset appointment cost.
In this case the interviews are cattle calls and the training process in extremely entry level suggesting a desire to induce inexperienced or newly licensed agents. This is were things get very sticky. Once signed on your bound and will never ever be aloud a release for those products. Meaning that if you do not meet any one of a very long list of qualifiers or quotas you may be summarily dismissed or directed to re-earn the right to participate in the standard preset appointment marketing plan. While quotas are always great for building a polished professional sales team they should never be used or aligned for the purpose of profiting from false failures. Normally when measuring turnover in a corporation the primary goal is retention of the employee. Given that the national average for employee turn over is somewhere in the 22-31 percent range this companys 90-94 percent turn over rate is appalling. This smacks of CHURN and BURN methodologies.
Please be very aware that if you choose a career path with this company that you are willing to risk the loss of years of renewal income to the whims of its management.
Clint turner
Valdosta,Georgia,
U.S.A.
SHC Churn and Burn
#5Author of original report
Tue, July 24, 2007
While the products are well supported and customer service seems to be a goal the agents are treated like cattle.
Surprisingly this organization continues to flourish despite its growing poor reputation among insurance professionals. The primary concern is the companys direct and distinct captivity of non-employees. Traditionally a captive agent would be afforded the courtesy of a small base salary full benefits from day one and expenses for the purpose of marketing an organizations products. None of those standards are true here. The agent is on the hook for all the expenses including the lions share of the preset appointment cost.
In this case the interviews are cattle calls and the training process in extremely entry level suggesting a desire to induce inexperienced or newly licensed agents. This is were things get very sticky. Once signed on your bound and will never ever be aloud a release for those products. Meaning that if you do not meet any one of a very long list of qualifiers or quotas you may be summarily dismissed or directed to re-earn the right to participate in the standard preset appointment marketing plan. While quotas are always great for building a polished professional sales team they should never be used or aligned for the purpose of profiting from false failures. Normally when measuring turnover in a corporation the primary goal is retention of the employee. Given that the national average for employee turn over is somewhere in the 22-31 percent range this companys 90-94 percent turn over rate is appalling. This smacks of CHURN and BURN methodologies.
Please be very aware that if you choose a career path with this company that you are willing to risk the loss of years of renewal income to the whims of its management.
Clint turner
Valdosta,Georgia,
U.S.A.
SHC Churn and Burn
#5Author of original report
Tue, July 24, 2007
While the products are well supported and customer service seems to be a goal the agents are treated like cattle.
Surprisingly this organization continues to flourish despite its growing poor reputation among insurance professionals. The primary concern is the companys direct and distinct captivity of non-employees. Traditionally a captive agent would be afforded the courtesy of a small base salary full benefits from day one and expenses for the purpose of marketing an organizations products. None of those standards are true here. The agent is on the hook for all the expenses including the lions share of the preset appointment cost.
In this case the interviews are cattle calls and the training process in extremely entry level suggesting a desire to induce inexperienced or newly licensed agents. This is were things get very sticky. Once signed on your bound and will never ever be aloud a release for those products. Meaning that if you do not meet any one of a very long list of qualifiers or quotas you may be summarily dismissed or directed to re-earn the right to participate in the standard preset appointment marketing plan. While quotas are always great for building a polished professional sales team they should never be used or aligned for the purpose of profiting from false failures. Normally when measuring turnover in a corporation the primary goal is retention of the employee. Given that the national average for employee turn over is somewhere in the 22-31 percent range this companys 90-94 percent turn over rate is appalling. This smacks of CHURN and BURN methodologies.
Please be very aware that if you choose a career path with this company that you are willing to risk the loss of years of renewal income to the whims of its management.