Thread regarding State Farm Insurance layoffs

the same person keeps posting they think people should return to office in like every thread no matter the topic. gets old buddy. please consider a better hobby too.

Why aren’t Claims Specialists just getting claims assigned to them anymore? It doesn’t help if a super overwhelmed clams specialist “is helped” by a new CS calling someone asking for a call back that makes a call back come to the CS who’s assigned way too much anyway. The way we are su-ks. New people are annoying if they aren’t assigned or accountable for their own sh-t. They’re just like Express with training wheels.

Rome is burning

Forcing reassignments doesnt shift the issue, it adds accelerant to the issue. Forced reassign people quit at a crazy high rate, especially for the harder roles since they typically crash course you rather than train (granted the training here is god awful even under normal conditions)

Its legit making the problem its tying to solve worse than it is. Theyve been force reassigning people for a long time now too, and they only force "good" workers on reassignment.

So what this masterplan has done is cause our best workers who get reassigned to quit at a higher rate than they normally would.

I wish State Farm would have a priority other than self destruction for once.

Consider yourself lucky. You make less than a migrant who you pay for while putting up with their narrative.

I had to leave claims due to all the reassignments, I was in injury, now injury is the target. If they want to fix any department in claims they need to address the work environment across the board.

Management is more interested in short term metrics than long term health of the company. Ill just leave it at that.

But yeah theyll fix this by force reassigning from another department, that will have massive issues in 6 months as a result. Every forced reassignment team ive been on, and its more than a couple, has had a turnover rate like 75% within the 6 months, and its usually "rockstars" who get forced reassigned.

We need to replace the board of directors if any of this is ever going to change.

Agree we need to bring those with 1 yr or less into the office. Place a tenured rep or two in each pod, let them learn the way we did in the 1990-early 2000’s. Give the tenured reps some extra benefit.
Our new hires need to learn how to ask basic questions, follow up questions, explain what to do up front so 3m down the line we aren’t asking why you threw your fresh water wet clothes away.

@6fcl. Instead of someone reeling them in to address the issue, it remains unchanged and then they wonder why the common everyday worker that keeos their promise no longer has faith in them. Bottom line is proof of an incompetent leadership.

Over the last year, I’ve had meetings with people in upper leadership. They’ll say they want to have an open and honest discussion but when issues like this are brought up (out of genuine concern), they dance around the question with their story telling skills. Next thing you know, they’ve been talking for 5 minutes about who knows what and I don’t even remember what the question was. Instead of hearing actual plans or solutions in the works, they confuse and disappoint.

What I have been able to take away is this: anyone can be reassigned at any time.

Shame they ignore all the reasons people leave and go to crazy plans like forced reassignments, which only shift the issue, than tackling the root problem. Like the turnover rate on forced reassignments is sky high as well, so your burning your "good workers who can be reassigned to a new role" at a higher rate than normal when this happens.

We need actual leadership at this company. Shame on the board for selling so much of what made this company unique in order to save face on metrics.

Bring entire back to the office full time. Production slacked when work from home was approved

It’s a broken arrow in injury, totally over run, to many people in leadership that lack the minimum competency. Looks like senior leadership hire there buds or should I say the word nepotism.
PD is like a runaway train.
Good luck to everyone.

The simple truth is it’s easier to train and learn property claim handling. So moving people with property claim experience to injury claims, and training new hires for property claims is and always has been the formula. Even back in the day, we’d start as PD Claim Reps, then progress to PIP then BI. At least in major markets. In small markets that might only have a few Claim Reps, it was necessary to learn all roles. But you sat next to experienced people who helped you through it.

Well… we’ll see!