If you could make changes, how would you improve the culture at State Farm?
22 Answers from Employees at State Farm Insurance
- 1Helpful
Лучший ответ сотрудника
Get rid of the CEO and hire one that understands the value of its employees and the value of actually providing great customer service and allow the employees the proper time to do so. Quantity vs quality is not working, especially with being understaffed more than ever. Get rid of the metrics, constant policing of employees, and ridiculous attendance and point system along with other mentioned changes and morale would change and shift the culture back to one in which people want to come to work (vs dreading it as they do now), enjoyable, employee, agent AND customer friendly instead of the high stress, unhealthy, and hostile work environment that has been created.
- 1Helpful
Change out the entire management team by bringing in proven talent from the outside. Reduce the number of so-called management layers from about 16 to 8. Focus on writing quality households that hold true opportunity for multi lining across insurance and financial services instead of writing quantity (rather than quality). Eliminate the defined benefit retirement plan by substituting it with a defined contribution plan that's tied-in to the Mutual Company's profitability.
- 0Helpful
Fire the entire executive suite and replace it with professionals that make it their business to be in touch with the marketplace, be competitive with the product offerings/pricing and listen to their frontlines. Autocratically ruling a Fortune 40 company from an Ivory Tower doesn’t work in the 21st Century.
- 0Helpful
Fire the entire executive suite with a few exceptions. Bring in outside, industry experienced and proven talent to reboot the organization, eliminate a silo structure, empower front-line management throughout the enterprise and (re)focus on returning to a customer-centric mind-set rather a self-centered, bureaucrat dominated ivory tower.
- 0Helpful
The culture is lacking. The company spends millions on philanthropy outside the company but only allows 10 minutes breaks twice a day plus lunch. There is not time to form relationships with co-workers. Kinder to neighbors than associates.
- 0Helpful
Show that you care about the employees that you’re losing. Show compassion that employees have a family life and may need to leave work or arrive late from time to time. Treats employees as adults and not numbers or worker bees.
- 0Helpful
Fire the entire executive team and replace them with new in & outside people that have a customer focused track record, not a bureaucratic compliance mentality.
- 0Helpful
Let someone in claims that works day in and day out make the work flow processes so they feel like they make a difference
- 0Helpful
I would remove the entire Executive, Chairman's Council, and CEO-level of leadership, returning instead to the family-based culture that we had years ago.
- 0Helpful
Get rid of the person or people that have taken a great company into a bad experience for online customers.
- 0Helpful
Changes need to be faster even with all the restrictions. Learn from newer companies line lemonade in the same business
- 0Helpful
Stop micro managing, stop shaming People to do more with less and if not to perfection than probabtion.
- 0Helpful
We are moving in that direction already. Company should make everyone accountable for their actions.
- 0Helpful
Refresh ALL MANAGEMENT with new blood and ideas. Hire those who value people
- 0Helpful
No improvement. It was a good company once but no more!
- 0Helpful
Treat employees and customers like humans not a metric in a dashboard.
- 0Helpful
Stop navel gazing and truly become customer focused (i.e. walk the talk)
- 0Helpful
Get rid of the current CEO, and treat employees with respect.
- 0Helpful
Go back to the days when Rust Jr. was the CEO.
- 0Helpful
Keep the good people, educate the people at the hubs
- 0Helpful
Treat employees like you treat upper management.
- 0Helpful
Back to being family oriented
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