It takes about half a year before a new hire knows if he/she liked a company and whether he/she can fit into the company's culture.
But have you noticed how newbies stay shorter and shorter? If I were the leadership, this would be a worry for me.
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Entry level compete in pay with retail and food industry. The job is 1000% harder than the pay it competes with.
They only people who stick around are those who really want to be here, or people who dont have any other option available.
At least before you could get a decent worker to stick around via the golden handcuffs (pension) but now thats gone for new hires, so id imagine less older employees and people wanting to be here for a career.
I will say, its is a VERY bad idea to want to enter auto insurance as a career at this point. Low pay, high stress, INSANE micromangement, zero trust on the employer side, poor hours and working conditions, and the claims work will actually impact your health and well being negatively but without hazard pay like any other profession with that level of stress.
Read why quarterback Andrew Luck retired early and left the NFL. That is exactly why turnover is high and management has their head up their A$$. The younger generation isn't willing to fall into that trap. Most of them believe their life and being grounded is more important than living full of hypocrisy and losing valued relationships. Good for them,!
It is by designed and deemed as expected collateral damage.
Inadequate and incorrect training continues and that is a major factor in the turnover of recent new hires. They claimed to have fixed the training, but it actually worsened as they are being taught to handle things incorrectly. Then they get overwhelming amounts of negative feedback telling them they're doing everything wrong but doing everything they were "trained" to do. Who wants to stay if they're being gaslighted?
last group i payed attention to started with 48 down to 3...its alot worse than you think
but hey back to the office ,that'll fix the issue! , i hate the tone deaf responses upper management are using.
"We started at 16 and are down to 9." According to my math that is a 56% retention rate. A 56% average grade is failing hence I believe leadership should be held accountable for what I consider a failing grade. If they based management MIP/bonus based on scores like this, they would be forced to make the job more appealing.
State Farm has provided little reason for these people to stick around. There is a token effort to train them in their job, putting most the weight of learning the role on them alone, or someone else on the floor. Pay is about the same as retail and food service (actually its probably less than waiters make for PA2). Executives continually deliver bad news. Do more with less. More in office time. Less flexibility. Increased micromanagement.
Work environment is so low trust its offensive to many workers too.
State Farm has worked extremely hard since like 2015 to make this company one you dont want to stick around with long. Most just come here for the year or so between jobs and never look back.
This company should at least TRY to be an employer people want to stick around with long term. Part of that is moving from a low/childish environment to an adult one. Part is paying properly for what is a very difficult and stressful job. Part is actually listening to the lifeblood of this company.
We will know when the board is serious when the executives get fired. Until then. More of the same while everyone wonders what happened to this company.
We started out with 16 in our November class. We’re down to 9.
I think it's the other way around. Youngsters today see through the narrative v reality. The problem is the narrative and leadership is an act and not the reality.
It doesn’t take half a year to know if one plans to stay at a company or not. I know almost immediately if I was staying or going when starting a job.
I don’t think SF gives a damn about their new hires. They know these people are cheap inadequate labor and they know there is more where they came from.
If they wanted quality they would raise qualifications for jobs and salaries.