Thread regarding State Farm Insurance layoffs

You are only getting a 4 if you are friends with your TM, or have done something unique that stood out too much to ignore, and even then its probably getting ignored if you are not friends on a personal level with your manager.

There is a LOT of disinformation on reviews and distribution of ratings. Most will say the department are only allowed X number of 4's and 5's, but then others managers who swear there is no cap on who gets a higher rating. In all the years ive worked here ive heard something different from every manager ive had, and i get a new one every 4-8 months.

Either way, its mostly about how well friends you are with your manager, your managers social standing among the other TMs, ive seen it turn into a cat fight over whos pet deserves that 4 with the dominant TM winning always like its some nature channel thing.

One thing is certain, you cannot expect to sit here, do well on your own, and expect a proper earned reward for going above and beyond. Ive never seen a TM just notice a quiet producer and then give them a good rating based on the work they do. No. They want you decorating the TMs desk, giving pointless speeches in huddles, or doing the TMs work for them to get that good rating. You are almost worse off working hard for the rating and getting it via metrics and quality work.

Oh and when you do get that 4 rating, or 5 even, be shocked as how un-impactful it is to your bottom end. Its just not worth the couple bucks extra, and likely you will miss a salary compression raise down the road because of it....so it never really mattered to begin with.

Just lay low and stay under the radar. Youll have better promotional oppertunities. Promotions make you the money, ratings never will unless you stay in express for 25 years maybe then they will add up.

What is the point of performance reviews and raises? The reward for hard work is forgettable. They have to do salary compression raises every other year due to turn over and the fact that almost all their workers stay in the bottom 25% of the salary ranges.

All this set up does is tick off hard workers, and reward slackers.

Be good looking as a male or female.

I got a 4 when I was new, I still only feel like I got it because I’ve been told I take care of myself by mgt. I’m a guy.

Imagine being in a department where not not one single minority has got above a 3. Diversity and inclusion my a$$. I wish someone could go in and see how undiversified it really is.

You have to be an a-s kisser. I say this as someone who got a 4 last year and a 5 the year before. I got a 3 this year even though my metrics have not changed. To rate higher, I have had to be this super bubbly and helpful person to my teammates and make sure I let my supervisor know all of the AWESOME things I’m doing and how much I’m helping! Got a new supervisor, don’t like her, so I’m doing a mediocre job til the inevitable supervisor swap.

The metrics are all over the place and never consistent for them to even give you a true rating. Its all smoke and mirrors, they want you to believe its about your metrics, but at the end of the day when Management gets in their end of the year meetings and discuss each employee individually in front of all the other Managers, it ALWAYS about who they like. Most of them are phony AF.

I have received a 3/3 (in the old system) and a 5 before. The former in claims, the latter in underwriting, and I usually received 4's.

What I found was that high metrics were NEVER enough. I also had to be doing the work of the job class/level above mine, and be cheerful about it.

Unless you REALLY enjoy project work on top of average to above average metrics, it's not worth the burnout.

Reviews are strictly political and have ZERO to do with your performance. It's all based on if they "like" you. It has zero to do with the job!