I know you're reading, home office, so i wanted to give you some additional ideas that will help allstate stay competitive and grow.
1) equipment
Allstate is paying so much for computers, phones, HDMI cables, monitors, etc. COVID-19 gives us an excellent opportunity to excel in operational efficiency. moving forward, have employees purchase all the equipment they need out of pocket. now, they could buy it off Amazon, but what if you offered to sell the equipment you already have to them, and slightly undercut the retail prices? then, when employees leave, offer a buyback at less than what you sold it for? exciting!
2) Compensation
given the tough job market, allstate should adopt a retail model of compensation. low-band employees (processors, adjusters etc) will make a salary equivalent to 15/hr for 40 hours a week. pitch it as "supporting a livable wage" to get the progressives to go with it. PTO and benefits begin at the 3 year mark. no PTO or benefits before that. PTO begins at 3 days and at 20 year mark, 2 weeks. get rid of all corporate holidays thanksgiving, christmas and juneteenth. Transformative!
3) licenses
those who need licenses should have to pay to get them, renew them and pay for CE. it's their license after all.
4) Software
Software can be prohibitively expensive. so offer to pay for any 3rd party software for the employee, and have them pay you back through a regular deduction from their paycheck
5) churn and burn
remind them that there are thousands of people looking for a job, and if they can't hack it in this new, exciting, transformative environment, than you'll replace them. make metrics ever do slightly too difficult to reasonably reach in order to prevent having to give merit raises. remove BTE and inconsistent ratings to increase turnover and prevent tenure.