I would take a $10k annual pay cut to reduce 50% of stress I experience here every day.
Who else thinks this way? Sometimes I think I would be very happy to exchange this job for the one that's paid less, but more relaxed.
12 replies (most recent on top)
If we brought in higher quality talent 90% of the existing workforce would have to be let go….
@5cbx, the farm had top talents, but the mass exodus started in 2015. Top talents are smart, self-starter people, and they know their value, and self worth. Why would the top talents put up with the farm, when they can take their talents anywhere else. Top talents understands "best bang for the bucks," and that is not happening at the farm.
Doesn't say much about the farm's ability to attract top talent if the majority of what they're hiring are crybabies and snowflakes. Maybe talent acquisition isn't a top notch department?
Looks like there might be some good reasons why they're settling for employees instead of landing top talent.
Biggest problem is the excess of self involved crybaby snowflakes currently employed at SF. Someone please fix this problem.
I differently would take a 10,000 pay cut. I make 180,000 as a CS so differently would take the money loss.
When the pandemic resulted in less claims coming in, and we were 110% on top of our work, I was the most relaxed I had ever been working in claims. There weren’t thousands of pending tasks, inspections were timely, the phone call volume wasn’t resulting in calls in queue all day, and most importantly there wasn’t any mandatory OT. It’s way too stressful to work here with how they’re working us now. I didn’t take another job a little while back only because it paid about $10k less per year than I’m currently paid, and it wasn’t that bad here at the time. Now I’ve come to regret it because it’s been so unhealthy to work here lately.
I LOVE STATE FARM
Record profit record auto, life, home and business production. If you want someone to care for you find your mom.
State. Farm. Executives. Do. Not. Care.
Take their lead.
The bigger problem is the constant pressure-cooker environment, which erodes morale, and translates to poor mental health. All the money in the world can't buy peace of mind.
Straight through systems and processes won't fix the mess but makes the managers and leaders make big bucks and look great. Terrible model
You raise pay to attract more/better employees.
You raise pay so that the vital and perma-understaffed revolving door departments at the CA level can be staffed with people who want to stay, rather than using as a stepping stone to promote or take a better job elsewhere.
You raise pay so the work load becomes manageable, remove the need for perma-OT, remove the bad workers that need to stay, even if we have to fix their work non stop while putting out the fires they start in every claim they touch.
Right now a CA position competes with retail, restaurant work, and every other sub 40k call center which is the bulk of work in that pay range. So the people we get most wont care to stay and learn the job, many will want to return to easier work for the same money.
The tipsord restructure makes great sense on a balance sheet and income statement, but its horrific what its done to the people at the company. We are living one of the outcomes of a six sigma metric based customer service business plan....weve cut all the waste, all the fat, and the jobs are boiled down to a condensed syrup of frustrating/unpleasant work with mandatory OT, constant changes in procedures, and employees who can rationalize leaving for other work thats less stressful and maybe allows for a bit of slack in their day.
Working long term with zero time for slack, with such intensity, and constant work pile ups drains people, it burns them out. They want to leave when this happens. Add this to an industry that is not known for fun work, or pleasant discussions, and people will run for the door the second a comparable opportunity presents itself.