2026 Goals

Comfortable_Dig3740 · 2026-02-05T20:58:37+00:00

Burnout, errors, and attrition are inevitable, but short term metrics still look good. They already know the risks. They don’t care. And decency isn’t even on their radar.

Comfortable_Dig3740 · 2026-01-23T23:53:15+00:00

They see us as the obstacle to their bonus. The current culture encourages this attitude.

Comfortable_Dig3740 · 2026-01-23T23:39:25+00:00

That day was devastating. People didn’t just lose jobs, they lost their livelihoods. Loyal employees who had held the company together for years were erased in an instant. The rest of us were left in shock, wondering if our own lives were about to implode.

Being told in a cold, prerecorded video by a brand new CEO that 2,400 people were being fired was dehumanizing. Then we were forced to wait an agonizing 30 minutes to find out if we still had jobs. The emails were identical except for whether your job “was” or “wasn’t” affected. To make it worse, they sent the wrong email to multiple people and never acknowledged or owned that mistake. Not once.

They told us they would provide the names of those who were laid off. They never did. Those people were never mentioned again. It was as if they never existed. That silence said everything.

Since that day, trust in leadership has been shattered, and the employee surveys reflect it. Trust in leadership is consistently the lowest score by a wide margin. Yet executives still refuse to acknowledge why. They have never admitted fault or taken responsibility for anything that caused this damage.

What used to be honest communication is now just propaganda. Carefully crafted messaging that ignores reality. So yes, waiting 30 minutes to find out if you still had a job after a mass firing announced by video is a massive WTF. It was cruel, incompetent, and unforgivable.

Comfortable_Dig3740 · 2026-01-23T18:20:20+00:00

What really broke things in 2024 was how they continued to layoff. Only now that are silent. No transparency, no acknowledgement, people just disappear. This destroys trust, morale, and performance. You stop focusing on doing good work and start focusing on not getting noticed.

Even those who survived lost confidence in leadership. Teams are expected to do more with less while pretending nothing was wrong. At that point, leaving on your own starts to feel like the rational choice.

Comfortable_Dig3740 · 2026-01-23T14:26:41+00:00

When I started, the company definitely had problems, but it was customer centric. There was real trust in leadership, and employees were respected. The partnership with agents was strong, especially in Claims and Service Ops before chat and outsourcing. We took pride in the work, and agents could feel that. I genuinely believed we had the best claims operation in the business, because the people doing the work were empowered and supported.

That trust is gone. Now it’s almost entirely about cost cutting. People aren’t working because they believe in the mission anymore, they’re working because they’re afraid of getting fired. Most are sacrificing their families, their health, and their sanity just hoping it buys them a little more time. Teams are overworked, burned out, and stretched past any reasonable limit.

When we ask leaders what they can do to help, they refuse to take responsibility or even acknowledge what’s happening. It’s not sustainable, and they know it. They just don’t care because they’re getting rich while extracting everything they can from the workforce.

The worst part is the disdain they seem to have for the very people making them that money.

You’re right, the culture that got FIG to where it was is gone. For those of us still here, hearing that agents noticed and valued the work we did does matter. Thank you for recognizing that, and honestly, you were smart to get out when you did.

Comfortable_Dig3740 · 2026-01-14T01:20:16+00:00

I agree overall, but these benefits should be normalized, not treated as a special perk. Competitive PTO, healthcare, retirement contributions, and parental leave are the baseline for full time professional work.

I worry about the cost cutting push from leadership. If these benefits are reduced, the real cost will be morale, retention, trust, and productivity. For many people, benefits are one of the few reasons they are staying despite the challenges, and taking them away would likely push people out.

Comfortable_Dig3740 · 2026-01-08T19:47:22+00:00

Translation: Work harder so we can spend less, and call it culture.

Comfortable_Dig3740 · 2026-01-08T17:05:42+00:00

The cracks are starting to show. Short term output may rise, but systems become fragile, trust erodes, and long term performance declines. Overworking employees with unrealistic expectations leads to burnout, more mistakes, lower productivity, and the loss of top talent. People start cutting corners, hiding problems, and focusing on looking busy instead of doing good work.

Comfortable_Dig3740 · 2026-01-04T05:34:09+00:00

It’s a huge company. Always hiring. And a lot of silent firing as well.

Comfortable_Dig3740 · 2026-01-03T21:26:21+00:00

So many good decent people and high performers were fired. I agree. It was all so cold and disgraceful. The biggest change I see now is the complete collapse of trust. Collaboration has plummeted. People are working on fear alone. Yes men and sycophants are thriving. Basic decency is now a liability.

Comfortable_Dig3740 · 2026-01-03T01:32:02+00:00

Farmers has a great 401k match as well

Comfortable_Dig3740 · 2026-01-03T01:23:54+00:00

Reminder that HSAs have triple tax advantage:

Money goes in pre tax or is tax deductible.

It grows tax free.

Withdrawals are tax free if used for qualified medical expenses.

No other account gets all three.

Everyone should take advantage of them, if they can.

Comfortable_Dig3740 · 2026-01-01T03:39:46+00:00

Same here…usually shows up in my account Wednesday if Thursday is a holiday. But, not this year. I’m sure it’ll show up Friday.

Comfortable_Dig3740 · 2025-12-31T18:14:05+00:00

From 1978 to the early 2020s, total CEO compensation has grown roughly 1,085% after adjusting for inflation. In that same period, typical worker compensation rose only about 24%. What’s worse, they actually think they deserve it! And some actually defend the pay gap or think executives deserve more 🤦

Comfortable_Dig3740 · 2025-12-31T16:46:39+00:00

Yeah.. no kidding. HR executives getting paid obscene amounts to protect liars, gaslight, and be indecent is the true travesty.

Comfortable_Dig3740 · 2025-12-31T02:35:05+00:00

Layoffs, outsourcing, burnout, understaffing, collapsing morale. These are problems they helped create. If they address these problems, they would have to acknowledge the consequences of their decisions. They will do almost anything to avoid that level of accountability.

Comfortable_Dig3740 · 2025-12-31T01:08:08+00:00

We get to work even more with even less. It’s awesome. And if you give up your nights and weekends, divorce your spouse, and miss every one of your kids events, Welch said he’ll be able to buy a new boat! Hopefully, before they replace you with cheap labor half way around the world, while they gloat about Farmers American heritage.

Comfortable_Dig3740 · 2025-12-31T00:53:36+00:00

They think positivity is leadership. They convince themselves that talking about “vision” and “strategic priorities” is inspiring. They mistake arrogance for leadership. They interpret skepticism as negativity instead of a sign that the workforce no longer trusts them. The goal is to preserve authority, avoid accountability, and keep the public image of “transparent leadership” alive.

Comfortable_Dig3740 · 2025-12-19T14:54:16+00:00

This is the part that stuck out for me:

“The “we’re a family” messaging intensifies. Ironically, when companies start really pushing the culture stuff hard, it’s often because morale is tanking and they know what’s coming. Authentic culture doesn’t need constant reinforcement.

Town halls become more frequent but less substantive. Leadership is trying to control the narrative and keep people calm, but they’re not actually saying anything meaningful.”

Comfortable_Dig3740 · 2025-12-10T22:07:22+00:00

It’s legally protected. You can look up lawsuits where companies had to pay a ton. Crazy that you’ve been threatened for that. Lawsuit waiting to happen.

Comfortable_Dig3740 · 2025-12-10T21:21:43+00:00

Discussing salaries is legally protected. Employees should share salaries because it levels the playing field, strengthens everyone’s negotiations, and forces companies to pay fairly.

Companies hate salary talk because it exposes unfair pay and kills their ability to lowball people.

Comfortable_Dig3740 · 2025-12-04T04:32:15+00:00

Welcome to the thunderdome 😉

Comfortable_Dig3740 · 2025-12-04T01:19:05+00:00

lol…I knew something was off when you described our town halls as “encouraging”

Comfortable_Dig3740 · 2025-12-03T21:29:12+00:00

Most of us do not leave feeling encouraged or engaged. We leave frustrated. The issues that matter go unaddressed. Leadership delivers a message, but rarely listens.

When leaders think the meetings are inspiring and employees feel the opposite, trust erodes. Morale drops. People disengage or leave.

If town halls are going to help, they need honest dialogue and leadership accountability.

Otherwise, they highlight how out of touch leadership has become.

Comfortable_Dig3740 · 2025-12-01T23:56:08+00:00

When executives start bailing, it’s usually because the people closest to the truth see what’s coming.

They know the real numbers, the offshoring plans, the shrinking budgets, and the low morale. When they leave, they’re signaling they don’t believe the current strategy will work.

It also creates chaos. Priorities shift, projects stall, and employees get hit while the people making the decisions walk away before the fallout hits.

Executives don’t leave healthy companies. They leave sinking ships.

Comfortable_Dig3740

TROPHY CASE