Thread regarding State Farm Insurance layoffs

Not solving problems creates even more of them

Yes, many people are missing, we are very much understaffed. By not doing anything to fix the issue, the problem is deepening even more.
I gave notice because I couldn't stand being overwhelmed with work for such a long time.
Will SF finally react or at least realize that problems keep on piling up? It is unsustainable to be understaffed for so long.

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Post ID: @OP+1hJRlLB4

10 replies (most recent on top)

Claims has ALWAYS been difficult and they have ALWAYS played number games....especially in Auto Claims. Way back in the late 80's I was an Auto PD rep in a major city's central service center. Our official numbers were an active inventory of 80 claims. The reality was I would get over 40 new assigned claims every Monday, and my active inventory was over 400. These were paper files that had to be physically located for every call, conversation, or bill review. But my Superintendent decided we could make the numbers look better by coding the first draft on every claim as a (-1)....meaning the claim had been closed. So a draft would be issued to order a police report, and the claim was officially closed. The weeks and months of handling after that were not part of my official inventory, and everything was coded (-3) as a supplemental payment.
Back then, as an unmarried auto claim rep, I loved going on CAT duty as an "Auto Assist" claim rep. We got some fire claims training and would be sent all over to work 12 hours a day, with only every third Sunday off. But it got me away from all the angry phone calls so I loved it. At that time, Fire Claims was a cakewalk. Most Fire CAT supervisors would request all Auto Assist staffing. While the Fire Claim Reps were back at the hotel pool by noon, we gladly worked 12 hour days and did paperwork in the hotel room for 4 more hours just to escape the phone calls back home.
Claims is inherently hard. People are angry at you, and you have literally never had the time to properly take care of them all. Today's methods are different, but the results are similar.

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Post ID: @stwr+1hJRlLB4

I'm a CS and I have 351 claims as of yesterday when I logged off at 9:45 pm.
I have been working 10 to 15 hrs OT every week for a out a year now.
Yesterday my manager told me that not meeting metrics has nothing to do with workload.... And yet I have submitted every attorney Time Limit demand ahead of time for management to have enough time to do their part and give Authority for the response to the attorney ON TIME and with less stress for management.
I'm constantly stressed but try to hide it from my family as I am the main breadwinner now, and my work provides benefits we would not have otherwise.
I'm sick as sh*t of hearing how many million more auto policies the company is celebrating - they're not hiring in accordance with the inevitable increase in claims. Unless they do. The REPUTATION FOR POOR SERVICE will be the norm. And well deserved.
I'm at my breaking point and now need to find new employment where workload makes sense and quality work is King. I despise this place.
Time to go.

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Post ID: @seys+1hJRlLB4

The people looking at the staffing issues are at a level that cannot understand what the TMs and CSs are going through. There is no way any one human being can manage an inventory of injury claims over 300 and do a good job at it. You are only putting out the immediate fires for that hour of the day. If the bonus for the VPOS was not based on staffing the employees would be much happier and might be able to handle their workload. They talk about hiring employees but those employees do not stay because they are treated like sh-t and rather than complain they quit. It is a vicious cycle that is not going to get better.

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Post ID: @3fbl+1hJRlLB4

@1iiw Oh my! Notice leadership will not take the blame for making the worker better nor training them to make them better. Pay is only a small part of the equation. The training and making a work ethic is up to leadership. What you say is a very poor reflection of leadership. Lead by taking responsibility for the output. Poor output is a result of poor leadership.

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Post ID: @3zrb+1hJRlLB4

An employer is like a marriage. If your spouse is abusive, it is best to disolve the relationship. SF generally speaking is narcissistic and has an ego with a reputation that is not heartfelt. The longer you are there, the clearer it becomes and the more you see it at higher levels.

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Post ID: @2plo+1hJRlLB4

@1iiw. Your remark proves management isn't properly training to produce. Management should be held accountable.

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Post ID: @1zyv+1hJRlLB4

The problem is not just understaffing I think the bigger issue is lack of production by a significant portion of the staff we do have. People are being paid for work they are clearly not doing. Unless and until SF management actually takes action it’s only going to continue to get worse.

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Post ID: @1iiw+1hJRlLB4

Indemnity costs will go through the roof causing the cost to do business to go up hence reducing its competitiveness and market share. Like everything else today SF is out of balance. They may be the leader in the industry but being a follower chips away at its lead.

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Post ID: @1uwe+1hJRlLB4

He won’t hire any more employees because if he did he’d have to raise our rates which would make people shop elsewhere causing us to fall short of our unrealistic production goals and that would mean he wouldn’t get his $25M.

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Post ID: @1qjw+1hJRlLB4

Moving things, process and systems to cloud apps and ServiceNow and third party control does not help matters.

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Post ID: @yru+1hJRlLB4

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