State Farm can no longer keep anyone, not just the best, but also those with an average skillset.
What do you think would be the most realistic and best ways to at least slow down attrition?
33 replies (most recent on top)
@5xas-just hang in there…..
@5lai. The damage is done. It's always wait and hang in there. People who think others don't understand time value of money a gravely mistaken. Another "big lie."
just hang in there. the engineered recession to stop inflation will result in pain according to The Fed. Pain means a bunch of layoffs. as talent gets laid off companies will have better candidates for the position. if youre skilled, be smart
@5zmj+1iOwQsGE Well said.
you are 5 days behind on tasks, man o man we would ki-l for that
we are behind months and i mean like 6 months behind, calls non stop never assigned task time but they constantly hounding us to work tasks but never schedule any time, heck we haven't even gotten training time scheduled, bunch of the jurisdictional required training just sitting there un done watch them panic here in December to get people to get it done during their lunch because they cannot be bothered to schedule it because we are understaffed, at this point i dont understand how SF has not imploded in claims yet, my suggestion CYA (cover your a-s) document everything and save it somewhere because when they panic they tend to blame the employee.
The best thing SF can do is bring back the reputation they once had. Honesty, integrity, and appreciation would go a long way.
Claims can get rid of this nonsense voice analytics where people are "failing" calls over one word on the adsp for instance. Claims consultants are lying to themselves if this is what they believe will help our customers. This is ridiculous. I had 4 or 5 ratings the last 3 year and should not be getting my calls ripped apart over petty things. Hire adequate staff and stop dumping us on phones all day while were 5+ days behind on tasks. We get screamed at daily for CRs not getting worked. Customers wants us to be working follow ups and not be waiting 30+ minutes to speak to someone. Thats what they want. They don't want robotic adherence to word tracks.
We invested an additional $12 billion into community banks, because we know community banks are in the community, and understand the needs and desires of that community as well as the talent and capacity of community
Sounds like your basic entropy thing going on with your attrition, eating its tail like a snake . It’s a cannibalistic and nature thing , get other threads on this site a chance.
This is what I feel about that attrition, I think attrition would eventually slow it down.
Return to office ASAP
ServiceNow will save ya all. Not
Pizza party
Oh and someone tell one of our millionaire executives that no one wants to work in a high stress, high micromanagement, understaffed and under supported, environment.
References: see company turnover
Nothing is going to change. The legacy State Farm was a fluke that was preserved via nepotism (many see it as a negative but I believe its what made SF so good for so long)
Weve had 10 years of revolving door employment, and a workforce that is like 1 year experienced on average in claims? There is no company culture since everyone is a new hire or been working for 1-2 years here only.
Its unpleasant work. The pay is terrible now. Management treats you as a child in a zero trust environment. You think a 25 year old wants to get in at the farm and make about the same as a waiter or retail all for the possibility of dying young from stress?
I honestly think something like building apartments and providing free housing would work to attract college grads and possibly older workers looking to save before retirement. This company wont make it staffed mostly with 25 year olds with poor training a year experience, and hating their life.
@1cfq. SF keeps on giving? You are a fine example of drinking way too much of that corporate KOOL AID. If you knew 10% of WTF you talk about you would know SF in the past 30+ years has done nothing but take away from the worker. If you work for SF, you would know you work for what you make plus more for nothing. Remember! SF takes and gives you nothing.
Insurance is a dead end job, the moment I gave up on myself, I wound up working in insurance for a few years.
Many people suffer from this thinking, but it’s not a suffering mentality if they can pull through. Everyone that’s great at something in life needs those wake up calls and SF is one that just keeps on giving if you’re from a hub area.
@1qki+1iOwQsGE- smoke detector chirping? The single/divorced/widowed woman's calling card. No man would put up with that annoying sound.
@1dkd+1iOwQsGE- retiring early in Feb 2023 and looking forward to it. Claims is a dead end job that will destroy your health (mentally and physically). No job is worth your long term viability.
Who are you? Why keep posting? I have never, ever heard anyone @ SF refer to work as 'processing units'. Obviously you do not work @ SF. Or are a far-removed executive. Which if the latter is true, what do you care? Just sit back and earn your inflated paycheck. Or as I've seen someone post a long time ago, perhaps you are the 'site owner' just attempting to stir things up and generaterevenue/traffic. Worst case, you are just a troll. I've often wondered how sad a troll's life has to be to only derive satisfaction and self-worth by annoying and frustrating others.
RTO. Working from home is a joke-although my yard has never looked better.
Back to the office NOW
I want and NEED to go back into the office
can someone be honest about these metrics? are you able to process more units at home or at the office? the numbers should be higher from home if this is working correct? (nevermind the dogs barking, smoke detector chirping, babies crying in the background)
retention bonus, something substantial and not the march one but one in November/December when people need it, back off metrics at least some of them i know they got to measure performance but some metrics contradict each other, they want quality but only allow you to stay on the phone so long , they want tasks but the allotted time encourages to either work the claim to furthest point thus out of adherence or to take shortcuts which ruins quality , again contradictory.
If hold times are long that should be an indication of staffing issues and asking people to handle it faster does not resolve the underlying issue, staffing.
the "no one wants to work " is bs , pay them properly , train them properly , stop the pressure cooker approach and easy on metrics that contradict each other once that is in place quality will increase and things can be adjusted.
WFH , allow those that want tow work remote to do so , if you want to be in office more power to you but stop forcing me to sit in traffic for 1.5 hrs each way all so that i can be in an office and attend huddles via skype at my desk, adding commute makes a 8.5 hrs day turn in to a 12 hr day if not more.
Embrace WFH instead of reluctantly allowing it. Pay increases! Continue offering retention bonuses to all. Staff appropriately. Appreciate us in behavior not just words.
If in Claims, I believe the most prominent reasons for the loss of employees is associated with persistent stress associated with working in claims. The overwhelming workloads, especially in complex injury and the mandated unreasonable and unrealistic SLOs with metrics to measure production. You’ve created a pressure cooker environment, that nobody can tolerate. Our march to change in to 2013 totally neglected this while everyone with Claim experience knew immediately, it was not sustainable. Additionally, the lack of autonomy to make claim decisions made you a slave.
The simple answer is to re-evaluate how claims can be handled effectively and efficiently without all of the above. More staffing has aways been an issue with our new way of handling claims. They admitted that they errored here, but never did anything to correct it. Upper mgmt. missed all the clues and remained out of touch. Now the great resignation makes this even more dire of a problem. Get back in touch and listen to your employee’s. Keeping the promise is not accomplished through metrics, it’s by people who are believed, supported and listened to.
If someone has same job class, they should be held to the same rules as those who work from the hubs. Make them make the same sacrafice as those who moved to the hubs to keep their jobs. Compete on the same playing field.
End WFH and RTO.
Get rid of all the bigots.
Topless Tuesday, Duh.
Getting rid of the executives and put executives in charge who know how to run a mutual company
I use to say pension, but that’s gone . I use to say pay , but we are middle to low compared to the OICs. I’d say student loan repayment, Every year you work they pay some of your student loans.