Why is this no longer the place where people like to work?
24 replies (most recent on top)
In any role that earns this company money, they have deskilled, compartmentalized, and made a customer service assembly line, which doesnt work. The roles are intensely monitored, tracked, and used to badger you. Due to thinking customer service are homogenous widgets, the actual work is now very unpleasant, each compartmentalized role has their hands tied to the point they cant actually help anyone.
Now with inflation, the jobs in claims, underwriting, sales, and support are extremely low paying jobs but are incredibly complex, while also being extremely unpleasant, highly monitored and tracked to the point every minuet needs to be accounted for. On top of that managers play games with its employees futures like its a joke.
It wouldnt be so bad if this was just another insurance company, however, this was a rare exception for nearly a century, being this was one of the last american dream employers, allowing a comfortable life, family based workplace, and a feeling of caring for both employee and customer.
Now we are about metrics, your employment is no longer being a part of a family, rather, a cost metric that must be reduced.
State Farm lost its people, its culture, and its value in this half hazard "transformative growth" and will likely never get back that rare and unique culture no matter how hard they send emails saying its still here.
Soon as I get my bonus. I'm up out of here. You give loyalty and it does come back. Leadership is nothing but a political football. If you kiss enough a$$ and still remain incompetent at your job you get higher ratings. Facts!!
What is wrong? The company is acting like DC. It is not for "the people." PERIOD! Tipsord is incompetent to lead IMO.
The competent people have already left SF because they could. You're witnessing a dieing company. The company has all these resources to speed up the process or limit the number of employees when they should be focusing on doing the work. It's a ridiculous strategy and it will cost SF everything. Soon SF will no longer be #1. The company is already bleeding money. It's cut personel, pay and benefits. How is the company better than it was 10 years ago? It isn't. By any objective measure this is a dysfunctional company heading towards obliteration 9b the basis of poor management, poor strategy, and poor execution. Grade F
Did not miss a point but pointing out the inaccuracy of the comment. Of course there is going to be a huge pay difference between a 1st line management person and CEO. Huge difference between a jr high coach and Bill Belichick too. Difference in responsibilities. At 15m-18m he won’t finish in the top 60 or 70 of Fortune 500 ceos. The board pays him to grow the top line with some reasonable attainment of SF profit provision which is different / lower than stock companies. Claim employee satisfaction is way down the priority list…..if employees were all happy and thrilled with SF but the company was shrinking rapidly there would be a new CEO.
@3ttn you miss the point, 25% or 40%, whatever. The person responsible for the out of control expenses and underwriting loss is going to receive a bonus of $15-$18m dollars but your average TM is going to lose 7-12k in bonus money. Same percentage but a slightly different impact on household finances. Is that ok with you?
@3ydi-25%?? You must be looking at the wrong numbers or not understand how MIP works? Try 40% reduction from last year.
Management would be “thrilled” if the reduction was only 25%
@3exg truth, the way it is trending management bonuses will be reduced by about 25% from last year due to expenses and underwiring losses directly attributable to executive incompetence. EIP will max out based on auto/fire growth. The "good" news is Michaels's bonus will probably only be $18 million this year instead of $24 million. So what is that, about $60 million in 3 years? I would laugh about it if it was not so sad.
@3hvb-your comments display your consistent ignorance. The MIP bonus will be a fraction of last year’s due to underwriting loss while the employees will be just as good or better. Yours should be zero to reflect your intelligence and general knowledge.
The company is not inclusive to any other opinion then their own. Hypocrisy knows no bounds at all leadership levels.
And you had failed executive Robert Yi under the guidance of tippy..who drove the company to where it is today..l.suspect the company will post a substantial loss for 2022…meanwhile the MIP bonus’s will be thru the roof…especially tippys.
You introduce metrics when you have a poor performing workforce that is incapable of producing a quality service. This is precisely why it apples only to claims and to a lesser extent underwriting. No where else in the Company.
Metrics have allowed weak and unskilled leaders to stay put far longer than they should.
While we reduce claims costs ruthlessly, and improve performance metrics, turnover costs and rework has increased dramatically. We track one not the other. Therefore, we are doing great. See how it works?
You enact a metrics based management policy when you have people who cant manage, it gives them a management for dummies number to make go up or down. You can then ignore the reality of the company and say things are great.
I am not in claims and I am very happy with SF and my career😊
If you work there and you don’t know the answer then I can’t help you.
@1hdl+1kxkNqv4 nails it from the employee point of view.
People starting to question the lopsided employee employer relationship.
From what the company has done to its front line workers, I've seen with my own eyes how embarrassingly childish we treat our adults. How cold and uncaring the company is to its employees. Its brutal working in claims or other operations. We have lost our way and are full to the brim with weak leaders and their ha--m of yesmen riding out a career that far exceeds their skills.
Some time ago it was decided that things need to change.
First they drove out everyone who made the company what it was, chasing them out saying they were change resistant. We lost our culture and talent here.
Then they deskilled all the roles, automated anything peaceful and nice to do, and created roles that were so awful and stressful to work that few wanted to do it longer than they had to.
Then they didnt like that employees were not enjoying their new roles, so the enacted a prison camp style of management to make sure people were working productively every second of every day. They took away downtime to socialize and do the whole culture thing. They took away events as they were not productive. They took away many things that helped with a stressful role.
Then they went crazy with micromangement and overly involved babysitting by managers. They sent stress through the roof paired with insane metric requirements.
So, like a decade later, we have many roles that are super stressful and very unpleasant to work. Those roles pay low. Those roles have insane metrics and high micromanagement. Its stressful. Its not fun to be there for 7.75hrs. There is no respite or vent for the building stress and dislike over the factory style customer service role you turned a claim adjuster into.
They you mess with forcing people into office when they dont want. You force reassignments due to poor staffing. You blame the employee for the managements mess.
This is our transformative growth, where the #1 dominant industry leader transforms into its inferior competitors. And now an insurance company doesn't know what to do. We transformed from a 100 year monster in the industry to just another auto insurance company where you buy our policies based on if the id--tic commercials made you laugh more than the lizard or cringe lady.
So what when wrong? Transformative growth. We lost everything that made the company unique to be slightly more efficient and are now the same as the rest. Also we are only now efficient if you ignore wasted money on massive turnover and rework losses. So really we just shuffled efficiency around.
Generational shift. I recently read that the typical Gen Z employee needs a salary north of $170k to live the life they expected. Reality has kicked them in their collective entitled a-s. If you want a good life, it's generation side hustle, and if you've got that mindset being a State Farm agent is awesome.
If you wanted a steady job behind the scenes, at some point in your education you should have focused on business savvy, soft skills, networking, and/or being good at math. It's obvious even the better kids coming into the workforce aren't well read, probably spending too much time in TikTok, Instagram, and the trash side of YouTube. And you can learn anything in the world on YouTube, or even TikTok if actively look for skills education in 1 minute bites.
State Farm is, by far, the best
Why is the question. I believe the heart of the problem in operations is simple. They sell good neighbor, values, ethics, family, integrity etc. Management operates under metrics and micro manage people to death in direct contrast to what they sell. Executive has zero comprehension on the balance between these two. In short, executive and management needs to practice what they preach and be held accountable to the same standards as those in operations. IMO they are making the adjusters pay for the class action. I say get over it executive and get back to what worked.
The majority of Sf employees are happy. Claims definitely not, and underwriting somewhat. The posts on this site try to generalize claims as if they portend to the entire company and they clearly do not.
Not trying to troll but with how companies lay people off at a whim, I think employees are waking up at treating companies the same.
If you want a pay raise, find another job.
Let’s be honest, employees in non operational roles are generally happy with the company. They are in support roles with no real responsibilities or stress. Operations are where the company has lost its way. Constant turnover in operational roles is never addressed, just wave after wave of new hires.