Thread regarding State Farm Insurance layoffs

Not telling systems employees their options is disgusting

So many people unsure of what the future holds. Why publish a list of locations that includes current teams without publishing a staffing plan? People don't know if they're going to move, apply to new jobs, or get cut. Total cluster that adds unneeded stress just before the holidays. Not even a timeframe for when these changes will be starting or completed.

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I agree to the thread about prof/tech all getting involuntary severance. It is my understanding that those not awarded positions will get a QTD date. If you find something within the enterprise before that QTD then that would be like any other regular JOP. However if you do not find another position then on your QTD you will be severed. Voluntary VS. Involuntary severance is spelled out on the intranet. Here is my question. If all the postings are technical in nature, Java programming etc what's going to happen to all of the biz analysts that abound in systems ISD etc. How is that fair to get rid of all these people who you begged to come just a few years ago. I just don't get that part. Sorry that blows my mind. Last point. After second level leadership your first line leaders and prof tech folks severance packages are a lot less. To my understanding it is 1week for every year up to 10 years then 2 weeks past ten etc etc. If I do compete my question is will I get relocation to go to a hub? Even that isn't certain.

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I’m from a media outlet based in Bloomington-Normal. We’re working on a story about what’s really going on with these buyouts/layoffs at SF. Need your help. Send me a text at or on the Signal app (BNreports/). You can stay anonymous.

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Yes, it's pushing their best employees out. I agree this isn't by design and is part of a spastic knee-jerk reaction to reduce headcount, but it is the likely result.

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It’s pushing their best employees out? At State Farm success is not about the best employees, it never has been. Success = if you know someone, are related to them or if you are a parent of a kid their kid plays some kind of ball with.

They aren’t worried about the best or the worst. They got too fat due to a female SVP that didn’t do what she was supposed to do and let the size of the workforce explode and she certainly wasn’t taking care of the Systems financials! So they are concerned about offloading salaries this is not strategic!

The Systems dept has never been Strategic at least not for the last 15 years.

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LOL the statement that the OP was harsh.

It's not nearly as harsh as being unemployed.

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Have not heard anything about prof/tech. They did not reach their % goal for managers accepting voluntary severance so I imagine that's why they had an additional meeting with managers to offer involuntary severance.

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Friday afternoon, Duane Farrington said that beginning in January Prof/Tech employees would go through the process that managers are now going through. My manager told me today that they were called back for another involuntary severance meeting for managers and she said her understanding was that the managers are the last to receive voluntary severance and that she thought the prof/tech impacted would all be involuntary severance. Anyone hear anything similar?

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This is harsh OP

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People committed to the long haul == people without marketable skills who are afraid to jump.

Not entirely, of course. But this sort of uncertainty isn't helping the company. It's pushing their best employees out -- the one's their new work model would like to retain.

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Actually, uncertainty achieves undesirable effects: the most talented will leave to find greener pastures and the less talented will stay thinking they don't have many options. You wind up with more less talented folks remaining when uncertainty prevails.

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I just got done submitting my first application for a job outside the Farm (I haven't been laid off, offered severance or anything - yet) .. and as I did so, had the realization that maybe what I was doing was right in line with their plan - to weed out some of the non-committed workforce through creating a certain level of uncertainty. At the end of the day, talent may be lost but they'll know they have people committed to the long haul.

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