Thread regarding State Farm Insurance layoffs

Without a doubt it’s who they hire. These associates suck the life out the or respective TMs and will sink this company. They absolutely take advantage of every single loophole there is and find a way to get paid without doing their jobs. It’s disgusting and reprehensible. Do a better job hiring and bump the pay enough to get quality people in the door. Hiring 10 quality folks at a higher compensation rate is way less a drain on resources than hiring 15 people at a lower rate. Those 10 quality folks will also likely show up to work and out produce the 15 each month/quarter/year - guarantee!!!!

One of my two trainers in my training class for my final CA position before I left was always late or called in “sick.” Late 40s white woman with a yacht and an attitude. It was pretty interesting. Then I get fired after receiving a few years of great ratings and 3 raises including a promotion to the next pay scale because my internet connection at home is very poor (middle of the woods) and calls would drop. This was “call avoidance.” Interesting how that logic didn’t hold up for them in my unemployment hearing. That trainer? Yeah, she’s still there.

I know so many people who have been doing the same simple mistakes consistently for years. Same people always behind, others always have to step up to aid ect. SF is ripe with people like this, however, the number of productive workers who can carry the weight of others shrinks every year while the poor/average workers increase in numbers.

A very bad recipe is building at SF. One their temp ECR's wont be able to solve for them this time.

It's the people they hire.

Some could be trained every week for ten years, and they never catch on. I sometimes wonder how they manage their lives, homes, families.

Oh! And DOT dr-g tests truckers.

Truck drivers make 6 digits and better benefits and they don't deal with pencil pusher entitled sn-t nosed mommy and daddy paid for my college brats.

There's "training"? Seriously?

There’s a ton of talent leaving claims every month, I get it everyone likes to po-p on the entry folks but this is getting scary. Really over qualified people are leaving left and right to our competitors. This has been picking up over the last year. Other companies are actually calling some of the departments and openly offering people interviews along with better pay/benefits.

SF is currently the McDonald’s of the corporate world. Get your sh-t together and go out make something for yourself elsewhere.

It never used to be like this.

You can have the best training in the world, if you seek out people who are ok with mediocrity, and have no ambition, your world class training gets them to the point where they can start showing up for that paycheck faster than had training been poor and they struggled up to that point.

I have seen very few, ambitious, smart, and hardworking people stay. Either they get promoted first year (rare) or they walk within 2.

SO yeah over time, lazy workers pile up, the ones carrying their weight for the same pay leave. You do that long enough you get a bad company.

HR liaisons and TM in ET and Planning are a part of the “top talent” narrative and manipulation. The rhetoric is not only demeaning from folks who have no true real life difficult projects or experience or true skills now measuring employees. Sickening really and borderline discrimination and retaliation tactics.

Smart employees and potential employees see through it. Looking cool and attractive to young technocrats and 3rd parties (Deloitte for one) rather than appreciate and utilize to the maximum employees of all ages and salary bands may work for temp services and consulting companies and university structure but not a true reputable company.

Orchestration of arrogant behaviors in leadership and helping folks in developing NON critical thinking machines or robots and calling it “innovation” and @top talent@ you ain’t in the club...quiet harassment is instigated.

Systems is basically on the smooth sailing of Copy cat plug and play systems and integrations and third party dev and support.

Not that smart and risky- image is all.

HR liaisons and TM in ET and Planning are a part of the “top talent” narrative and manipulation. The rhetoric is not only demeaning from folks who have no true real life difficult projects or experience or true skills now measuring employees. Sickening really and borderline discrimination and retaliation tactics.

Smart Emoloitess and potential employees see through it. Looking cool and attractive to young technocrats and 3rd parties (Deloitte for one) rather than appreciate and utilize to the maximum employees of all ages and salary bands may work for temp services and consulting companies and university structure but not a true reputable company.

Orchestration of arrogant behaviors and developing non critical thinking robots.calling it “innovation” and @top talent@.

Systems is basically Copy cat plug and play systems and integrations and third party dev and support.

Not that smart and risky- image is all.

Well there are two effects drastically changing the SF employee demographic, and i dont mean by how they look but what kind of worker.

For the last what, 10 years, SF has been using aggressive attrition methods to shrink their workforce, rather than doing a selective termination process. That would be bad PR, however, SF would be able to choose to keep the best workers. Using attrition the BEST workers leave because they can go elsewhere. This concentrates the mediocre, stuck in cruise control, employees that will stick around until you fire them.

Pair this concentrating effect of the "you can get a job elsewhere if you need" and "just be happy you have a job" methods of treating current employees, with who they hire....and the culture they see when they hit the floor (manipulating silly metrics instead of doing good work, flying under the radar, kicking the can whenever possible ect) and you get a company that has been very aggressively turning a company full of compassionate workers doing their best, into metric manipulators because metrics are the only thing that matter.

Its why claims is getting worse not better. SF is losing its core stock of top end claim handlers, before they even get to a decent position. Most leave as a CA within a year or two to go on and have careers at your competition, which is why they gain % and we lose %. You can buy a minimum limit non-standard company to pad market share, and slash rates to compete with bargain brands all you want....bottom line in 5-10 year there will be very few people carrying the weight of many at SF and the company will suffer long term for it.

No such thing as white Cletus. Made up construct and apparently you haven't looked at the demographic of the executive team. If you are in your feelings, then look to your fearless leaders instead of reverting to the default response I.E. scapegoating because you are inadequate and mediocre.

The training is trash, but I don’t think that’s ki----g the company as tenured CS’s start correcting the damage done by the joke that is the L&D department as soon as they hit production. This is obviously harder w/ WFH.

It’s the company’s policies chasing away good employees that’s causing issues. Why the fu-k would anyone stay here?

state farm has to check the "right" boxes in who they hire. whites can forget it.

They need to focus on:

1. Work ethic
2. Loyalty
3. Dedication and belief in mission and vision statements.
4. "Their" loyalty to support the associate

Currently, SF fails miserably up and down the ranks on all four of these. They will not have a stable workforce until they do.

Training is definitely a major issue in Claims. As far as the quality of new hires, that is subjective. There are many employees both new and tenured that don't care about quality of work and just do things 'for the clicks' which is human behavior that is to be expected since the company imposes such strict metrics and doesn't seem to address the root of the problems. I have heard TMs tell their employees that they are 'the claim expert' when making claim decisions, but how can you be an expert at something that you haven't been properly trained to handle? The employee is just winging it. There is not enough time allotted or proper company resources available to educate oneself to properly handle certain claims if you aren't certain what to do. The SCP's are a joke! It's like leading a person to the edge of a cliff and telling them how to proper put on their gear, but doesn't properly teach them how to repel down the cliff. A lot of times it feels like you have to just take a leap and hope for the best. Some procedures feel like they are constantly changing. For new hires, this has to be extremely frustrating. A company that truly cares about it's employees and customers should put into place the proper training practices and treat them as learning opportunities rather than just a checkmark off the training record to show that you were present to take a training course that you learned very little. Instead, SF chooses to make employees feel exorbitantly pressured and stressed leading to less efficiency and less customer satisfaction.