Thread regarding Allstate Corp. layoffs

p.s. Parachute Boy.......I’ve never told my employees, at any time in my career, that their “jobs are safe”. No leader with any sense would do that. We don’t have jobs for life, and we never know what’s going to change in the internal or external environment that might impact jobs. The fact that you were oblivious to that simple fact of life shows your naïveté and lack of awareness.

Why does the guy with the parachute talk in all cap’s ? Sounds angry.

How do you know he’s not sharing it with his staff ? I’m a leader with similar reactions to your rants, and I share this type information with my employees regularly.

How’s that parachute working for you ?

1) GEICO’s employees don’t all work remotely. They do have brick &mortar facilities, and they do have the associated real estate costs. Some other large carriers do have larger virtual work forces, but GEICO isn’t one of them. Fact. I have them, you don’t.

2) I am a long term leader with LOTS of employees and responsibility. If you consider my role “middle manager fluff”, you’re delusional.

3) I can “sell my skills” if and when I choose to. I’ve had th opportunity, but I like the direction of the company.

Have another beer.

WHY ARE YOU ON THIS BOARD IF YOU'RE SUCH AN INSIGHTFUL MANAGER, AND WHY ARE YOU SHARING THIS INFO WITH ME INSTEAD OF YOUR STAFF?

YOU clearly are a Terrible example of the current state of affairs at Allsnake and all your managerial bs about how safe our jobs is is coming across as just that: total bs.

my parachute is being worked on as we speak.

Again why ARE MANAGERS ON THIS BOARD? WAKE UP WHAT DOES THAT TELL YOU ALLSTATE STAFF. they are in dark. "FACT'....idiot.

have 2 beers and a carrot

The reality, that many employees may not want to hear, is that when working for a publicly traded company (owned by shareholders), management has to make decisions that benefit THE SHAREHOLDERS. It doesn’t always have to be to the detriment of the employees, but at very least, there’s a balance. I was a 37 year employee, around when Mother Sears was the parent, and when we were spun off after the IPO, and yes, it was different.

It doesn’t mean there’s no “loyalty” ( to the extent a corporate entity can be “loyal”), but management owes the shareholders a return, and those actions aren’t always consistent with what the employee feels is in their best interest.

If you’re looking for a friend, go work for a mutual, or a family business. And no, I wasn’t management.

https://hiring.monster.com/hr/hr-best-practices/workforce-management/employee-performance-management/why-loyalty-matters.aspx

Must be a manager that doesn’t understand the concept of mutual loyalty between employee and employer and that’s at the heart of the problem.

Agree. And if employee turnover increases, they’ll realize they’re not competitive. If it doesn’t, the message is, we’re taking care of our employees.

Still surprised when I see employees use the word “loyalty” in the context of their relationship with their employer. The company has an obligation (to its employees and for its shareholders) to provide an employee value proposition (compensation, benefits, work environment) that will allow it to attract and retain quality employees that will drive success. The employee has an obligation to give an honest days work in return.

If the company fails to provide the employee a value proposition that keeps them from walking, that has nothing to do,with loyalty, it’s common sense, and taking care of your (and your family’s) future.

Your frustration is understandable. It’s called salary compression, and when it happens to you, it doesn’t feel good ( some other tenured adjuster may have felt it when you were hired 7 years ago), but it’s a fact of life. If you’re not being paid what you think you’re worth, and you can do better, let your feet do your talking.

I've been with Allstate for 7 years, was not impacted but moved to Virtual Assist from a field adjuster role to gain experience on "the future of claim handling", they've been staffing aggressively in FL and other regions. I learned that one of the new hires with zero estimating experience makes what I make. My loyalty to Allstate is done.

We’ll see.

If you like the direction of the company you are the one that is delusional.

1) GEICO’s employees don’t all work remotely. They do have brick &mortar facilities, and they do have the associated real estate costs. Some other large carriers do have larger virtual work forces, but GEICO isn’t one of them. Fact. I have them, you don’t.

2) I am a long term leader with LOTS of employees and responsibility. If you consider my role “middle manager fluff”, you’re delusional.

3) I can “sell my skills” if and when I choose to. I’ve had th opportunity, but I like the direction of the company.

Have another beer.

@RBEF8S4-2pvt

Name calling because your "FACT"s are nonsense. Geico is kicking our @$$ because NO mid mgt garbage which I assume you are involved in, employees all work remote no physical plant costs. Let me guess you are the "social media liaison" or "front line quality Change agent manager" or tdy as "producer development team quality leader" or some other home office title that people's eyes gloss over who you tell them what you do. Your an idiot because if you can't describe your REAL job (NOT your fluff title) in a couple words your are baggage. There are agents, and adjusters, and supervisors, and officers. Your in fluff sorry truth hurts. Once Dallas and NC and India/gene pact up and running and can go on job market and try and sell your "skills". Oh btw I think Allstate is great company and have many decades perspective how bout you? Just because I like my employer doesn't mean I have to act like brainwashed idiot.

No name calling. It’s a fact that Allstate claims is leaner than its competitor’s, so like it or not, the “middle manager fluff”, is bullsh*t.

If you have to result in name calling, to drive home your point and crying "FACT" only shows your high level of insecurity and really what a poor leader your are. FACT.

@RBEF8S4-1kik The poster said bcbs and State Farm same I think you misread. I know that re State Farm their work culture is in flux and there is a lot of down morale also. I am in CA for person who asked but not the original poster.

@RBEF8S4-1kik

Allstate absolutely has too many home office managers and admin in fluff positions. Trim the fat in middle and understand the companies value comes from agent producers and claims cost control together they pay for all the “social media agent” and “change agent” and positions. @RBEF8S4-1kik You clearly are one of these people. Bias matters, idiot. And I agree with original poster that the work culture has declined over last decade especially.

Just curious not interested if you are a bitter guy or a Kool Aid drinker but I am curious if these viewpoints are all from a specific part of the country. I do realize someone may be hesitant post their state but will simple say this:

Bitter Guy --NY

Bitter Guy.....claims spans of control are higher than most of our competitors and the industry average, which means that, no, we don’t have too many “middle managers”.

Facts matter, dipsh*t.

The Bitter Guy weighs in.

@RBEF8S4

nice job manager selling ur mgt system du jour. just tell me will u guys have Scientology consultants again in a year like in 70s and tell us poor performers need to clear themselves of thetans? Or were you not there for that period? There are TOO MANY MIDDLE MANAGERS with no justification for job but to change things but despite ur fads we agent producers and claims controllers will try to keep you employed.

If CI has adversely impacted the work environment and culture in your office, then shame on local leadership and the implementation of the management system. It’s not the intent to pit workers against each other. The fact that results are posted publicly and frequently makes some employees feel that way (usually the ones in the bottom half whose names are in red), but it can be done with dignity in a way that encourages improvement. Not intended to be a vehicle for public shaming, but the reality is, those at th ebottom of the board may not like the tool.

CI is a management tool, but it doesn’t make good leaders bad leaders. Good leaders will make the tools work for them if they have true leadership skills. Blaming CI (by the leader) is a cop out.