Thread regarding State Farm Insurance layoffs

@4ybn+1slLpeKx called it. Windows authentication issues today. Unable to sign in to anything Microsoft or open ECS.

@2pvd+1slLpeKx Forget HR. The problems keep going without ever changing. They should have to answer to the law for the chronic systematic unlawful abuses against longtime employees.

@4eur Yes, chock-full of backstabbing, fake, cheating, narcissistic, work avoiding and selfish people. The new crop of workers the purge and replacement of people that “transformation” caused. If you aren’t any of these things, then they think something is wrong with YOU. It’s exhausting to face resistance from literally everyone and everything every step of working claims. Insureds, claimants, attorneys, body shops, tow yards, other insurance companies, coworkers in every segment and tier over who has to do the work that needs doing, arrogant agents and their staff who are just as bad, slow underwriting handling of anything stalling claims that should otherwise easily move forward, your micro-manager, other managers, anonymous feedback, peers that act like they are the boss of you too, condescending new employees who think they’re the sh-t for some reason when they are not, vendors that aren’t reliable to do what they’re there to do, systems updates that make everything harder for you to do your work. An overall feeling that no matter what someone somewhere is always watching and listening to everything you do just waiting to tell you that you fu---d something up somehow. Who would want to start doing a job like this now?

None of this really matters... off-shore is poised to take control of Production IPLs and Maintenance THIS WEEKEND !!!! The end is no longer Near .... its HERE good luck even being able to login Next Monday

EPR is a joke. Ots decided what your review and merit is long before its discussed. They are going to give their merit increase to who they want. Ever notice you are not allowed to discuss it among your peers. It is ALL political and whether or not you are a fit for their narative. Bottom line, you are just bricks in their wall.

Look at least it give those who do work a lot, a chance to get recognized. The motto on the floor was always "dont work too hard, dont stand out unless your the TMs BFF IRL" working too hard gets you the expectation that its always the case, for your 3/5 rating. Standing out gets you work that will detract from other metrics, which will matter if you want to promote out, many learn this the hard way.

This at least opens the door for productive people to get recognized, however, SF has fostered a culture of metrics jimmying, and it will likely be the same group of people moving up then out even with this.

Why is it always quantity metrics we need to stress though? Cant they stress the cost to rehire and train lost workers, or the rework cost to claims, or the cost of delays due to "not my role" bounce arounds. They should also address the completely toxic work environment, including internal interactions and with vendors. No one wants to get screamed at by every other entity in the claims process, all of which have the ability to just hang up on you, while your forced to stay there and take it.

Just do what offshore people do. Close the ticket without doing any for the work. It forces another ticket to get opened but someone will get credit for it.

Any and all metrics can be gamed. Just ask around and figure out how the specific metric is calculated. Then just do whatever work makes you show up as pretty good on that metric. (Not too good though)

Its just a matter of time a whistleblower comes out of the woods. Truth always prevails.

@2uqc

Not declining quality but quantity. It's something that should be addressed with the poor performer not the entire section (or more). Just proves very poor (and quite lazy) management.

Frankly, I can't wait to see what happens. I've been in claims for a LONG time and will put my numbers up against anyone's. However, because of that I have also been given assignments that preclude me from production. If I get a subpar EPR rating I can guarantee a HR complaint (and I bet I won't be the only one).

Amazing how we don't get a say in our deployments but the SM manages to use them to penalize those with higher salaries, no matter how good of a job we do at those deployments. I don't know if this is a Section Mgr thing or a Claim Manager thing or what, but I guarantee I'm covering my tail and documenting EVERYTHING I do to support my HR complaint. Numbers have not been, is not and will never be the 100% representation of work for someone that is tasked with multiple roles. To use them as such is not only inviting a HR complaint but a lawsuit.

Anything to take the focus off declining quality.

This makes zero since and most likely a “consulting” $ move.

Mgt and up are ridiculous and clueless about customer and claims types, end to end handling and process (at this point has become a huge joke at customer AND employee expense)

You people bore me. You are tiresome. Stop whining, obey your superiors, and do your jobs.

@shs The participation trophy generation. They'll wake up one day and say: Why the he-l did I sign up for this madness.

Well, it sounds like the fundamental reason there is such high turnover in claims.

New people need to get more work and carry their share of the burden here. That's what they were hired for right? They get 10 claims a week and only if they aren't still in their endless training steps with kid gloves and training wheels. Training is way too long now. How can anybody expect anybody to get good at any of the work if they never have to start doing any of it? They always complain about how they feel they're not trained or ready to do any difficult work. Up to around 10 years ago you got work assigned immediately and showed what you're made of. sink or swim kind of thing.

Most likely, they will have goals that are appropriate-ish to those areas, or tied to an overall production goal.

I hope this is true because there is a crazy imbalance in the distribution of work in claims. It seems like all that's mattered for performance is comparing how many claims each Specialist has compared to everybody else, as if can even possibly have some value in determining what work is actually getting done and who's actually accomplishing it. There's rewards for cheating, work avoidance like fighting over who's work it is, and other unfair stuff going on for too long. These numbers are probably used to justify to that we "have enough" employees, and these are always forced to be manipulated in a way that makes it seem like we don't need to hire anyone to whoever makes those decisions.

‘All animals are equal, but some animals are more equal than others.’

@cod:

Witty (not really... figured I better explain because your comment indicates your lack of intelligence).