Another colleague left yesterday. Just when I think that everyone who intended to have has left, someone else happens to leave.
Is this trend of people leaving SF slowing down at all? Which part of the company has the highest turnover now?
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Read this site. It's no wonder most of the country is against writing off college debt. Look at what the entitled little brats write.
It is odd that one IT executive didnt have a degree when he was hired and now is IWU alum and the other has degrees from schools which look unaccredited. What happened to the commitment to education.
Ill be honest, I've never encountered a more out of touch executive staff than that of State Farm. I've worked for a lot of companies over my lifetime.
It would be nice if they stopped looting claims. Your customers do not appreciate it, and you have a huge stock of suffering, over worked, burned out handlers who hate working in insurance.
I get it, we need to transform, for....reasons ($$$?) and need to be brutal to your lowest workers who do the hardest work for this company. Its a shame you cant just fire every handler and carry on as the tech company you want to be. Guess we all lose here lol.
Gen Z is the target SF wants BUT SF operations is the opposite fit for Gen Z. As a matter of fact, SF corporate behaviors are opposite. SF is controlled by "out of touch" production based focus. They have not and will not adapt to GEN Z population because they don't allow their employees to think independently. Hence......HIGH TURNOVER!
You came to SF looking for a job and you can leave looking for a job. Historically SF has taken benefits from employees in claims. What you make at SF you earned contrary to their narrative they gave to you. SF hasn't and never will give you anything. They predators and you are prey unless you are a predator. The only thing you can do is understand the predators attack mode and adjust. Leave or be the prey.
And you can thank executive Robert Yi who was asked to retire for the employment status of today…of course Tipsford gave his approval
There are benefits to being the only person on your team that can do certain things.
Eventually, management will catch on though.
To all the newbies please know your mental and physical health will deteriorate over time handling claims. Know they only care that the numbers are met at all cost. Mgmt does not care about your mental or physical health. Being mentally tired over time will affect your physical health over time. You are not allowed to blow off steam because you will be targeted by mgmt even though it is a healthy thing to do. They say "open door policy" but remember you are on record and it will be used against you. If they allowed open and free communication without retaliation, they may find less turnover, increase production, and create a more cohesive work environment.
If they didnt intend this to be the way, something would have changed a decade ago when turnover started to become the norm...granted they all said it was just those old dinosaur change resistant handlers leaving...decade later its only gotten worse and now infects the entry level work, mid tier, and the higher tier of handling.
We had a discussion about how the CEO wanted us back in office to preserve the old state farm culture. There is no culture here anymore, its just a revolving door of people. How can we have a culture when everyone is new and also looking to get out as fast as they can.
I know management has noticed this trend, as training has turned into "satisfy state requirements then get them on the floor to learn from slammed co workers" as thats obviously cheaper than actually training for a few extra months (they are just going to leave in 6months anyway so why try right?). Training went from comprehensive to hearing "the role is too hard to train youll learn on the floor" which certainly helps turnover stay high as they hit the floor and learn no one has time to help, and most dont know answers to anything anyway and just wing it. I know people who were smart who left due to not wanting to learn the role via feedback and coaching.
If you want to know the highest turnover areas, look for places people get forced reassigned to, those departments are royal dumpster fires due to constant turnover.
If I had to guess, it would be Express/ILR #1 due to it being a job that competes financially with service industry and food industry jobs. For as stressful as it can be, most would rather earn about the same with a job that can be enjoyed....and do...
Second I would say Total Loss and T1 Injury. Just really nasty conversations in total loss, a lot of hard convo on vehicle value, once you are done fighting over value you get to tell them you end their rental in 5-7 days, usually creating more arguments. it sucks. Management in most total loss departments operate like a juvenile detention center (sit down, no talking, why are you not taking a call right now...ect ect ect)
Injury is brutal at T1 as you do EVERYTHING, and are poorly trained on injury only. Many people get in to claims here, and have zero property damage background, and then learn how little support other departments offer. You get to deal with very nasty claimants on fraudulent BI claims you have to pay. You quickly lose faith in humans dealing with the obvious fraud you cant do anything about and the sheer greed these people have. Its stewardship so you can hide from anything, taking time off causes pile up of work, and new claims come in to the point you could do nothing but new claims all day....due to permanent short staffing ofc.
Rumor is that other non claims departments can be better, but good luck going from claims to an internal position not in claims....they are so desperate for workers in claims, they'd lose every single worker via forced reassignments and hiring freezes to fix their staffing issue....you might have to read that last line twice, its confusing but the truth. SF would gladly push every last worker out the door to fix their staffing issues.
Either way, fixing turnover shouldnt be an issue if they intended to fix it. Granted it costs money and reducing claims cost is the only thing executives care about.
Enterprise Technology is pretty bad. It isnt only the quantity but it seems those that are leaving are the highly skilled and intelligent. Just cant take the “stapleization” and the negating of their ideas to the half baked directives.