I don't know how much money SF spends on employee training, but no matter how much money it spends, it's not enough. Of course, employees will be under more stress and eventually leave quickly after being hired because they do not have effective training. Our "leadership" probably expects this problem to resolve itself.
15 replies (most recent on top)
AI and machine learning grooviness. All the better to stalk you with my dear.
Why is there a sub section of people that continue to believe low employee turnover is some sort of goal? Over 40% of the U.S. workforce changed jobs last year. Would it cut down on expenses sure, but from a company perspective not enough to outweigh the costs. You are an employee in a large corporation that places more value on other measures. Don’t like try something or somewhere else. Crying and complaining has fallen on deaf ears for what 15 years or more?
Hey lying monkey. A JD Powers survey of the industry is what it is-a reflection of customers responses by carrier and aggregated in total for the industry. Your definition of profit does not exist anywhere except in your own itty bitty head-it was comical though. Thanks for the humor Curious George🙊
@2cog That survey could be a reflection that the OIC's your mentioned had an even crappier claims experience than SF during that time period. It doesn't mean that SF's Claims experience is anywhere near top notch. As far as profitability, read the prior posts that mention the huge number of tenured employees that have left and also the posts that mention new hires leaving shortly after training. A true measure of a company's profitability is in situations where there is low employee turnover combined with high customer ratings. SF is nowhere near achieving that level.
@3wpa I agree, they expect a Claims CS to evaluate, negotiate, and investigate claims, but there is little to no training on how the company wants its CS's to approach these processes. I've had a TM disagree with a liability decision that I made, but wasn't able to provide any additional information to help me develop a different way to approach the situation. It was just a 'missed opportunity' in their words.
They dont spend much..because they havent hired new employees to replace those that retired or quit thanks to Robert Yi..who has since left the company
Entry level isnt bad from what i hear. Its the CS level jobs and specialty associate departments that give us a terrible reputation with training. Ive heard it from multiple outside hires how phoned in the training can be. Last round I personally did was basically the same one sized fits all training youll get no matter what role you have, with a week or two of department specific "we read you the SCP's and a few job aids" style training.
Then you are tossed into the deep end.
Ive had two roles in my stay with the company where i was told "this job is too hard to train" aka we just gave up, which is just something insane to hear from a company so old and large.
Also theyve cost cut on training where on the floor resources for new hires use to be a thing but now they just have regular workers try to help between them drowning in their own work, which isnt effective or kind to new hires. A few ive seen struggle with help and leave, which is expected.
With regards to training its staff I really feel the company just isnt trying other than stratifying mandatory requirements, nothing more, no lust to educate or caring about the new hires futures with the company. Crash course and ask people on the floor the end. Its no wonder such a large percent wont be around after 6 months or a year.
What an ignorant response monkey 🙈🙊🙊 boy. Yes the same group that placed SF below average and below most competitors 4 years ago. How much did they pay for that bad publicity? You have a box of rocks for a brain LOL. BTW monkeys are upset being compared to you.
"external industry measures" you mean the one's they buy off to tell everyone what they want to hear. RICO thugs!
@2fbq-not so fast there lying monkey. They did cut expenses but according to external industry measures SF’s customer claim satisfaction in 2021 is higher than GEICO, Progressive, Allstate or Liberty Mutual. It does trail Amica and Auto Service Club of California. Of course that is on top of record growth and profit. Remarkable for a 100 year company!
Mikey Tipsturd and his Minions cut expenses in 2018 by reducing their Tenured Claims handler's and Estimatics Appraiser's job's thinking that they can train a monkey to fill these positions and failed to realize that tenure experience can't be replaced with new poorly trained monkeys. It shows every day by the Poor Customer service provided and the newly hired employees are quitting and forced overtime to the employees who are left to pickup the load. They will never admit to their failures. Sad that they have ruined a successful 100 year old Corporation.
Training has deteriorated greatly since we went to WFH. Need to get back full time to office ASAP.
Speaks volumes about leadership nowadays.
From an underwriting perspective I have to agree. That said, it’s impossible to capture all possible scenarios during training. It’s more of a learn the basics, then real time learning on the job. I’ve even see facilitators stumble because they have never come across the situation, which is no fault of their own.
Oh my! Don't they know there's more to adjusting claims than: clicking a computer, typing on a computer, and answering the phone? Stupid is as stupid does.