Thread regarding State Farm Insurance layoffs

They probably think that we are ungrateful

Many people leave and it is crystal clear to us why. However, is it clear to those above? Because it seems to me that they think that this is almost a perfect workplace and that we should all be happy that we work here. When I gave my notice, my manager was surprised.

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Post ID: @OP+1hW54WOG

15 replies (most recent on top)

Its a fortune 50 company that plans meticulously and has multiple layers to decision making. They want attrition to be high. If State Farm wanted to fix the issue, it would have been fixed already. This isnt some mom n pop start up learning as they go, its a 100 year old company that has experience treating employees right, and reaping those benefits.

Its like how State Farm now trains. I get told all training that the job is too difficult to train for, then hit the floor and its expected the employees train me between drowning in their own work. Weve never had a fully functional training environment FFS.

Well its the same as that, its a problem, but not worth it for them to try to fix, and also there is a benefit of on demand cost reductions (they just hire less next round or turnover replacement)

Either way, claims employees are way down the list of things they care about, way down there...

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Post ID: @5umu+1hW54WOG

@1yvg+1hW54WOG

odd I have not heard any stay interviews in my area of claims

I wonder if they are just picking at random or cherry picking yes people?

call me a cynic but I don't believe they are doing these interviews for the sake of the work force

Either they realize the sinking ship is actually about to hit the bottom and need to do something before the entire system collapses so the money can keep coming in or ..
someone told them do this to get good opinions and then do superficial changes for PR purposes but that in the end will have no real meaning

I am happy to be proven wrong but I don't think improvements are coming anytime soon or ever , the sooner you realize this the better.

having a skeleton crew in claims and then 80% ECR working proves this, the sheer amount of rework needed on most claims proves it, basically its a self fulfilling prophecy , good people leave because conditions , they pay ECRs higher amount than Employees to cover the work , ECRs make the working conditions worse due to sheer incompetence and the strive for metrics, more decent workers leave , more ECRs more rework, no one wants to work at claims because the pay is low vs the amount of work and the few ones that get hired don't last long and drown due to the constant stress and the little training they receive which is just power point presentations no actual work training, then the remaining work force has to train the newbies while also doing their job in an already stressful situation, but hey they gave us pizza that one day ... i am sure that will alleviate the inflation issue and the low pay right..right?

I remember 2 years ago being told by a TM that no one wants to work at claims and no one stays and he was clueless as to why, i wish i had something lined up back then so i could have told him its BECAUSE YOU PAY LOW and work conditions but back then pandemic times did not make it a good idea to rock the boat.

it is really sad they rather spent 2.5 to 3 times the pay of 1 claims worker on a SINGLE ECR rather than raise the Claims work force wages, (seriously look up online how much ECRs make) in the long run it would be cheaper to raise wages which would attract decent workers and with more workers there's better training then quality workers comes quality work and less rework and happier work force, this would not alleviate all issues but it would a good start, how many years have we had ECRs year round non stop now ? this should be raising alarms higher up but I guess they are disconnected form reality

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Post ID: @2aqp+1hW54WOG

It's all coming back to haunt them. They don't train their workers to prepare them for the battle like they used to. They promote not based on leadership capabilities rather on the "fit" of their failing narrative. Especially today they cannot put a worker into battle when they are severely outnumbered. The soldiers will drop like flies and their army will be severely depleted because no soldier will go into a battle they don't believe in nor they don't believe they have the slightest chance of winning.

Leadership needs a come to Jesus moment realizing there is more to the job of adjusting claims than just a warm body in a desk.

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Post ID: @1xjn+1hW54WOG

My boss is barely sentient. D-mber than a box of State Farm swag.

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Post ID: @1rbw+1hW54WOG

My boss was actually not surprised after almost 20 years of working there. My boss actually congratulated me but then asked where I was going and I told them I didn't want to tell them that information. My boss also went on to state that they were unhappy as well and did not approve the changes that the company was making but they were stuck.

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Post ID: @1flu+1hW54WOG

Ca in TL we are having stay interviews too

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Post ID: @1yvg+1hW54WOG

Most of subrogation should be outsourced.

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Post ID: @1zcv+1hW54WOG

Everything outside of claims, underwriting and the CCC, needs to be outsourced. These are the only important roles at SF, you know , why we are in business.

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Post ID: @1fcg+1hW54WOG

Just self medicate. The pain will go away.

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Post ID: @1rbb+1hW54WOG

Don't you get it? They never have and never will care about you, your health nor your mental well-being. They only care about themselves and their group. They consider themselves on high. Once you give them the same attitude back, they will learn. It's the same scenario as the bully in school. Leave and tell them to stuff their authoritarian and condescending management style. The anarchists are running the show.

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Post ID: @1pmk+1hW54WOG

Need to outsource as much of claims as possible. The current employees are the cream of the cr-p.

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Post ID: @sqd+1hW54WOG

Injury Cs here, not in my demand pool.

Also would like to point out 5 years of feedback surveys that only saw a slight adjustment to time off (removal of points, and addition of seldom used specialty time banks)

They had 10 years of extremely high turnover too, where exit interviews should have identified the issue a decade ago.

Why is it that I always get the jobs where I'm held accountable, while I watch those above me not be held accountable for horrific decisions?

I'm VERY pessimistic about executives actually caring about claims, its claims workers, turnover, and staffing. I've head for at least 5 years straight that they are working on the issues everyone complains about, and the only action has been to add gasoline to the fire (maybe they add less since they care now?)

Bottom line, no T2 CS should have over 125 claims EVER.

T1 CS should have PD support from PROCS if needed, most i know there spend 50-75% of their day on simple PD complaints and not settling BI

State Farm should consider the value of experience, and actually retain workers. Having the average experience of CS drop every year due to turnover, and having large amounts of new hires always needing help adds an IMMENSE amount of work for management and experienced handlers. This is never talked about, never mentioned, there is no metric for it, and its a MASSIVE problem. When half my team is new and needs help I CANT DO MY OWN JOB. I am not paid to train, we have trainers who, read the SCP to trainees, tells them the jobs too hard to train, then send them to the floor to ask for help from people with 350+ claims.

But yeah, the stay interviews went well then I suppose? Big changes in the works?

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Post ID: @dpa+1hW54WOG

Injury CS here , we recently had stay interviews. Leadership knows at least injury has issues, I’m not sure about other segments.

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Post ID: @wjv+1hW54WOG

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