business coordinator

sales associate

customer service representative

claims specialist

insurance agent

State Farm

State Farm is plagued by dysfunctional leadership. None of the leadership is expected to actually know the function that they lead. This causes frustration as many of the metrics, rules, and procedures created and enforced by clueless leadership aren’t realistic.

Anyone in a production type of role will find that their job is tightly measured by metrics and their attendance regulated by a point system. Failure to adhere to these guidelines will result in “coaching”, aka discipline.

Meeting metrics is often only possible by cutting corners. I was once in the awkward situation of trying to explain to my boss why I had lower adherence to the metrics than my teammates who I knew were cutting corners. The quality of my work was much higher, but management favored speed over quality.

Micromanagement is a way of life at State Farm.

My immediate supervisor was constantly changing. I would have, on average, a new supervisor every six months. Some of the changes were due to constant reorganizations as State Farm flailed desperately to figure out what it was doing. Other changes were for no reason at all other than the fact that State Farm likes to constantly rotate management about for no discernable reason.

It’s nearly impossible for a short term boss to be an effective leader. It was irritating to have to constantly bring new supervisors up to speed and explain my pain points to them.

My key pain point was lack of back-up and assistance for my position. After dealing with a succession of supervisors over the course of many years who promised help, but never delivered, I finally expressed my displeasure at the situation. My supervisor dismissively defended themself by saying that they had only been there a short time and therefore couldn’t be held accountable for the previous supervisors’ promises of assistance.

Dissent, even when expressed in a professional manner, is discouraged, and may result in a reprimand.

State Farm has an excessively top heavy management that is detached and is not responsive to employee feedback or changing times. My team once had a reorg that was supposed to make us more efficient, but instead added an extra two layers of management to my reporting structure for no reason. Change can take an extremely long time and is often executed incorrectly.

Promotions are largely based on cronyism. There is a reluctance to hold people accountable when their work ethic or behavior does not meet reasonable expectations, and bad employees are seldom fired. Performance reviews, raises, and bonuses often don’t correspond to employees’ actual work output and value.

The quality of the non-management employees, like in many organizations, is hit or miss, and will vary based on the specific team. I was on one team where I didn’t like my teammates, and was fortunate enough to be able to apply to and be accepted into a position on another team where I liked my teammates.

A benefit to State Farm’s large size is that there are other teams you can transfer to in a situation like that, but there are also times where it can be hard to transfer to a different team due to factors such as work location, hiring freezes, or internal politics.

Job opportunity at State Farm is now largely limited to the corporate headquarters of Bloomington, IL, and the hub cities of Atlanta, Dallas, and Phoenix. Most jobs outside of these locations are call center jobs.

Layoffs at State Farm are not based on merit. Instead they are based on work location and job grade. If a high performer is in a job grade or location being downsized, their previous stellar work ethic won’t protect them at all. State Farm over the past few years has been ravaged by layoffs. Thousands have been laid off.

I wouldn’t recommend taking a State Farm job, or any job for that matter, in Bloomington, IL. It’s a small labor market that’s dominated by State Farm and gets economically brutalized whenever State Farm has a large layoff or moves a large amount of jobs to the hubs. 

Pay at State Farm is below the competition.

The St. Louis area State Farm Bank location in Earth City, MO, is being allowed to wither on the vine, and will likely close within the next few years.

My review is most relevant to State Farm Bank, specifically the mortgage and auto lending operations in the St. Louis Corporate Woods Operations Center, which is where I worked, but many of these observations apply to the entire State Farm “enterprise”, as it’s called in State Farm parlance.

Training during my experience was a room full of 20-35 yr olds I being only one in my 50s - not a second thought at the time other than I was grateful they were making effort to be diverse but I realized later to my disadvantage. Training staff very inconsiderate and spoke down to two of us;only male in group & to me only older hiree -obvious fact by all who witnessed. Had 3 different supervisors in first 2 months, floor staff questioned why I was working & not retired.  Last supervisor continually bullied me and coworkers noted this. I presented my awareness of this to HR 3x as the stress was growing and the discrimination was very disheartening & disapointing having been as a longtime SF customer.
The training for the position was very poor and was still under experimental study so their were changes made in training staff, most likely due to class not doing well on the actual job.. Stress and discrimination should not be evident period - but at the cost of new hires self worth getting shot down is even worse.Training had very little to do with actual work on the position.  On the job anywhere with company as I was told, you are micro managed once on a weekly basis for every aspect of your daily tasks watched very closley to an unhealthy point . This is for every employee, new or seasoned.
You become a accepted permanant employee after passing 90 day probation I passed this but was still unfairly treated.  Coworkers on team were very supportive and kind and sensitive to each other due to poor management scenario. overall company morale as a whole was encouraging just not this division from my experience and turnover witnessed. very childlike atmosphere and unprofessional.
On a professional level, this is a fIrst ever in a successful career that I had ever been let go from a job, even after I gave my 2 week notice. 11 days later I was asked to be walked out - sadly humiliating. Should have been by managment or HR not the one that was bullying. This was a first time of an personal experience of discrimination. 
Best part of job was the relationship building but would not recommend if you are a true people person.  You will not stay with the person you are working with long as there is high turnover and constant reorganization. Hardest part is building trust with each other and hardest is training to actual job so you are prepared for your job tasks.  The bullying and mgmt discord with dept flow was so stressful that it was easy to lose concentration, feel inadequate etc. Mentors are available but healthy mature supervision was lacking.
 I do believe that this very well could have been an isolated floor supervisor.mgmt favortism issue for this particualr division I worked at. The power struggle for advancement opportunities was evident to try to get favor from mgmt so hard to trust who you are really working under.  Several others of more experience and age asked for transfers out or were let go.  Very sad.  Hopefully the changes in our society may give a better leverage to the vision for this business if it continues to move forward or the CEO will see the nature of the way this business flow effects the very heart of the employees lives - this is unknown.  Do not really know the nature of the CEO for below question just knew SF had a good reputation through the years and was excited to work with them upon hire.This job scenario hopefully will not be your scenario. 

This is by far the worst company I have ever worked for. I would much rather work a minimum wage fast food job than to work at StateFarm. I was immediately lied to about the starting wage, They will tell you starting wage starts at 12$/hr, then when you accept the position they will say that starting wage is 10$/hr and 12$/hr only when licensed.

Every one of these so called "Agents"treats each customer like a moneybag, nothing more, The way they talk about customers behind closed doors is disgusting.They have no problem selling you life insurance bundled with auto insurance and not even let you know that you have life insurance, they will package it together and force you to buy both which is ILLEGAL

I was a production manager here for 6 months, I can tell you that StateFarm is dying. They are failing to keep up with other companies in the technological era. You cannot buy insurance through StateFarm online without speaking to an agent (terrible money hungry people) first. They just recently introduced monitored drive safe and save which could save people money and bring in younger insureds. I was told not to even mention it because it makes the company less money.

Working at StateFarm, you will be using technology that is over 20 years old that is paired with another program that is over 10 years old. These systems do not communicate with each other at all. Simply taking a payment and pairing it to the right account is tedious and time consuming. The Technology is so behind, that you are manually typing in numbers to move the screens forward and backwards. I cannot stress enough how outdated their policy writing technology is. I was shocked when on my first day I was greeted with a modern computer loaded with a program with only a blue screen with white letters. Figuring out this 20 year old policy writing system is a headache and anyone akin to technology of today will have no idea how to work these systems. 

As a production manager I was always trying to push StateFarm through marketing techniques every business needs to succeed. I have a degree in marketing and visual communications, Any one in marketing knows you need to be on Facebook, online, on social media websites to promote and grow your business. I was told not to market in this way. I was told that Facebook and social media websites were  waste of time and that we only need to send out 500 mailers every month to our "Current Customers"... What!?! Are you kidding me? No wonder your company and agency is going down the toilet. This is what the company considers marketing.

I spoke out on this and was met with "bring in more people without marketing online". 

After leaving the job after reading the writing on the walls, I couldn't be happier. The stress you take home with this job will devour your soul. You don't have an outside life working at StateFarm. Oh and BTW you will never work for StateFarm, you only work for Agents, so they can do whatever they want to you. StateFarm is not involved, no corporate to protect your rights.

StateFarm will die in a few years because they simply cannot keep up with companies in the tech space like Progressive and GEICO, all of which have far better rates than StateFarm. I looked how much it would cost to get on with StateFarm, as a perfect driver with no violations or accidents I would have to pay more than double what I'm paying with GEICO right now, These rates are pretty much across the board making it almost impossible to turn someone from GEICO to StateFarm. Another problem in itself.

Do yourself a favor and avoid StateFarm. There are too many bad things that make this job not worth your time. I thought this was a good job before seeing and knowing what I know, Take my advice or you'll be kicking yourself when you quit.

Extreme Stress. I started in 1995 and planned to retire from State Farm in 2028. I left after 22 years as a Claim Rep due to a series of bad upper management decisions in my last 2-3 years (2014-2017). Many people left, including many with 20+ years’ experience. We took early retirement. The company priority shifted from unmatched quality customer service and claims processing to quantity, quantity, quantity. We were micromanaged by great managers caught in the middle, and we had every single action we took recorded by computers and phones routed through computers. Claim handling became a crazy call center environment. Daily team meetings were held so management could show everyone how poorly we were doing with all kinds of numbers in red, yellow, and green on huge dry-erase boards for everyone to see like group-shaming 3-year-olds. The youngest recruits were leaving in droves along with those of us who had the most experience. Others are stuck in their jobs until they can take early retirement at 55 because the pay and benefits are great, but not worth it now. Half of the auto claims employees in the Austin, TX Operation Center were under  a Doctor's care and taking some kind of prescription drugs for the stress - I was on Prozac and Buspar at the same time. I had to get out before it killed me. I was a complex auto claim rep at the end, meaning I was trusted to do the hardest job in auto claims. I handled lawsuits, death claims, serious injuries, multi-car collisions, disputed liability, and coverage questions. I never had a poor performance review, and I was making $80K plus unlimited overtime that was becoming mandatory when I left. Who has heard of non-management employees refusing to make $50 an hour OT because we couldn't handle the stress? I loved the company, my managers, the agents, the policyholders, and my co-workers. We built the best claim operation in the nation and we were truly a family until the home office in Bloomington decided to implement a series of bad decisions billed as "improvements" starting with the claims processing computer software that was the heart of the operation after we went nearly paperless. It was a nightmare. It cost the company so much to implement that I am sure it is still in use. When I left, we were required to leave headsets on all day so we could hear little beeps that told us we were suddenly connected to a call coming in on someone else's claim. When that call ended, we were supposed to quickly enter comments into the computer and go back into ready mode only to receive another call immediately. We lost control of our inventories because we didn't have time to work our own claims. My claim load went from 60-70 to 315! We were unable to get vacation time approved because there weren't enough people for required "coverage" that went from 8-5 Mon-Fri to 6-8 weekdays and added hours on weekends. Many who asked for a week off got 3-4 days if they were lucky. Assigned preferred shifts were given to those with seniority leaving others to work terrible hours. Senior employees volunteered to change shifts monthly so others could work normal hours at least sometimes, but our requests were denied. I discovered that Sundays were terrible for others, also, because we got sick of the thought of having to go back to work the next day. Nightmares became common because we would think of things we missed or deadlines coming up. My experience gave me PTSD that I will have to deal with the rest of my life.

I worked for State Farm in large operations centers as a claim specialist and team manager for nearly a decade. It was a great place to work until the company began the push to the hubs in 2015-2016. Slowly they are pushing experienced people out and anyone who made more than the minimum.  My most recent office hired new employees at the same rate as experienced employees (talking 8-10 years of experience) because they don't give raises. 

Every aspect of your day is plotted out and the customer is an afterthought. We have to meet the metrics at all costs. You can't get straight answers on what is expected and goals/targets change mid-year but you are evaluated retroactively. When a target goes from 6% to 25% 9 months into the performance cycle you are not evaluated on meeting the 6% for the first 9 months and then 25% you are evaluated on meeting 25% all year. 

Management plays favorites. If you are a favorite you can slack all day. If you are not you will never get a good review - regardless of how much you exceed all of the metrics. Turnover is excessive. My department lost 1-2 employees every week. We can't hire enough to replace the employees meaning that inventories are well above what is expected and reasonable. In addition every employee who has been hired has left the company because they do not train you how to do your job. Literally no hands on training - just watch videos - and no support once you leave the training. And walk out of training and you are expected to meet the metrics and are given an inventory of about 50% of the expected claims inventory. And, because of the staffing challenges, you can't even learn from the files you inherited.

Management is unprofessional and will yell and cuss at you. They don't care about you. An example is when a friend's dad died the only thing his manager told him was if he really needed bereavement leave. Seriously, no compassion.

Depending on your department you can work "non-optional" overtime. It is not mandatory - you'll be corrected. There are departments with 10-15 hours of mandatory overtime and have been that way for 2-3 years. And on top of it if you do OT and take the statutory lunch break you can get written up. If you get stuck on a phone call and are late to lunch you can get written up. 

You get a lot of time off but you can never get it off. Literally. They limit the amount of people who can be off and with the time they give you. If every day of the year was at the max time off allowed there would still be people who couldn't take all of their time off.

As a leader you are the last to know what is happening. And you have to tell your employees that things will improve when you see that it is not. My co-managers are burned out with the endless pressure to meet metrics and actually serve the customer. And the metrics that are focused on do not have a direct correlation to the customer. You see customers being hung up on and rushed off the phone. We had an employee collapse and the person received performance management for leaving early - in an ambulance! No joke.

All of the recruiters I have spoken with have commented how State Farm is pushing out experienced claim adjusters and overworking their adjusters to death. And the most telling is that experienced senior and middle management, people who are champions for the company, are leaving in droves.

I've worked for State Farm in a variety of positions for decades, all on the Agency side of the company. This is my first stint in claims, though as an Agent, I worked my clients' claims alongside them as I believed mediating difficult situations helped everyone. My extensive insurance background & comfort level in client-facing situations have been a huge plus in this position, which has the expected associated challenge of working with clients who've typically undergone a stressful loss situation, sometimes catastrophically. 

The pandemic changed how many companies do business and State Farm is no exception. This is a hybrid-remote position, which means 1-week per month is worked in-office and the rest from home. The company provides all the necessary hardware. Training was a 4-month, focused learning environment. Half was spent working with a remote trainer online while attaining necessary licensing for the position. The 2nd half was spent working "live" claims with your hiring group alongside a group of experienced claims adjuster trainers who were always available to answer questions and assist. During the second half of training, there were also 2 daily round tables where 1) we brought claims we were working on to the table, so everyone could situationally learn from them and 2) we learned the practical side of system management (ie. how do I digitally pay a claim?), resource availability (ie. where do I find weather reports?), and workflow management (ie. what do I do first?!?!).

State Farm historically has had a tenured workforce in all segments of the company, at all levels. This creates a strong team environment with a lot of support from your peers, which is unparalleled in this industry. It can also create a myopic outlook in some areas, but this is at every company. The pro is greater than the con.  Benefits are robust. Work-hours are set for the time zone you work, but there is flexibility within that range. There's no required overtime. Inventories can get big quickly if you aren't efficient at managing your time. The flip side is if you prove efficient, management has a habit of having you work the queues of those who aren't. The plus? People do have your back if you take time off, especially if you step in when needed. Bulging claim inventories aren't particular to this company, they're an expectation in this industry, especially during high-volume storm seasons. 

Professional insurance history is a huge plus; I hit the ground running because I understand the industry, policy language & application, and customer mindset. For those without that background, you can still do this job, but you'll need to create a network of peers to lean on. My true gripe is that beginning pay is probably lower than it should be (I was offered the same salary as peers with no experience), but there are annual raises and bonus opportunities. I accepted the offered salary knowing once I got on, the ability to advance within the company is available within 6-months of hire, while a lateral change is available after 12-months. 

Overall? A great, mutually owned insurance company employer with the majority of its workforce who cares about their work product. We understand the people we speak to have lives that have been changed, sometimes irrevocably, by circumstances often beyond their control. 

State Farm Insurance is a group of insurance and financial services companies that together serve tens of millions of customers in the United States and Canada.
Goal of this project is to design loads the input files into the database and creating Output files for those files loaded. This process also creates the output files directly from the input files for pass thru input files. Daily scheduled process loads files from auto data folder into the Custom ODS database. User can request Output Files using front-end application. The output files are posted on the FTP site and a backup is stored on the production delivery folder

Responsibilities:

•	Involved in complete software development life cycle - Requirements gathering, Conceptual Design, Analysis, and Detail design, Development and System Testing 
•	Involved in database Schema design and development.
•	Created complex Stored Procedures, Triggers, Functions, Indexes, Tables, Views and other T-SQL code and SQL joins for applications following SQL code standards.
•	Generated server side T-SQL scripts for data manipulation and validation and created various snapshots and materialized views for remote instances.
•	Created tables, indexes and designing constraints and wrote T-SQL statements for retrieval of data and involved in performance tuning of T-SQL Queries and Stored Procedures. 
•	Used Batch Files to Import Data from other Data Base.
•	Created highly complex SSIS packages using various Data transformations like conditional splitting, Fuzzy Lookup, For Each Loop, Multi Cast, column conversion, Fuzzy Grouping, Script Components, error handling.
•	Created ETL SSIS packages both design and code to process data to target databases.
•	Create and maintain data model/architecture standards, including master data management (MDM). Used master data management (MDM) to define reference data
•	Worked in enhancing and deploying, and scheduling the SSIS Packages from development server to production server. 
•	Wrote the ETL scripts to load the data into database from various source files. Experienced in error handling and troubleshooting the scripts in failure to load the data into database.
•	Developed DTS packages to copy tables, schemas and views and to extract data from Excel and Oracle using SSIS. 
•	Created packages in SSIS with custom error handling and worked with different methods of logging in SSIS. 
•	Responsible for creating parameterized reports in SSRS.
•	Deployed the generated reports on to the Report server and fine-tuned the database objects and server to ensure efficient data retrieval.  
•	Developed Sub Reports, Matrix Reports, charts, Ad hoc, Drilldown reports, using SQL Server Reporting Services (SSRS).
•	Scheduled reports to run the reports Hourly, Daily, Monthly according to client requirements for the periodic analysis.
•	Wrote queries to generate reports for analysis of data using SSRS.
•	Created and deployed the dimensions and cubes with star and snowflake schemas using SQL Server Analysis Services (SSAS). 
•	Built SSAS OLAP cubes that used the built-in SSAS features for the time dimension.

Environment: MS SQL Server 2005/ 2008/2008R2, MS Access, Query Analyzer, Oracle 10g/11i, DTS, Windows 2000 Server, SSIS, SSRS, SSAS, T-SQL, PL/SQL, Microsoft Visio 2007, MS Excel, C++, C#, Windows7, ETL, MS Access, Microsoft Visual Source Safe 6.0

What is the best part of working at the company?
The Benefits at State Farm are pretty good and comparable to its competitors. 


What is the most stressful part about working at the company?
State Farm is a 131.2 Billion dollar company and is very much numbers oriented, which most companies are. However, from a Claims Specialist perspective, the daily, weekly and monthly expectations are unrealistic and unreachable. Employees start work before their shifts and stay late after their shifts have ended and most times work on Saturdays, giving up quality time with family and friends. Some employees even sacrifice going to church on Sundays just to 'attempt' to reach the company's unfair and unreachable goals. Many of my ex colleagues have had emotional breakdowns , anxiety and depression. Other colleagues that have been with the company for 17, 23, even 28 YEARS with State Farm were 'released' from the company after the sacrifices they've made for years due to a fictitious 'down size'. They were given a severance package and were told they could reapply for a position and if they don't get the job, the severance pay will be less.  Your character is based on your numbers and not the amazing person that you might be. In addition, State Farm 'low balls' payments to customers giving them the bare minimum for auto repairs or injury claim payments.  At one point they stopped offering flood insurance for California residents and customers, due to the unfortunate weather conditions and they barely paid those who already had flood insurance 'fairly'.  Many employees have left State Farm and gone to competitors who care about people and not just numbers. 

What is the work environment and culture like at the company?
The work environment and astetics at the Arizona location was awesome. Tastefully and colorfully decorated with outside balconies to sit and enjoy the fresh air with a beautiful view of the lake. The break rooms were well stocked and the bathrooms and work areas were always clean and they even had smart elevators. The culture however was stressful, numbers oriented, unreachable and unrealistic goals were put in place, setting up most employees for failure. Some Managers would smile and be friendly based on an employees numbers.  If you didn't do well, some managers would walk right past you. This type of behavior would lower confidence and shift the energy at the workplace into a place where employees did not look forward to coming to work.

What is a typical day like for you at the company?
Clock in and get right to it. Take incoming calls constantly, investigate and process claims with integrity and pay out accordingly. Employees get two 15 minute breaks and 45 minutes for lunch. Employees are micro-managed throughout the day. An example would be if we did not touch our keyboard for 90 seconds, it generates a report. How long we are on a call, how many calls we answer, how many claims we process, how many times we offer certain services, how many text messages are sent, how many letters are sent... I can go on, but the point is EVERYTHING is micro managed and when the expectations are not met, an employee is made to feel like a failure which lowers the team morale and not a happy environment to work.

Retention has been getting worse in the last few years, and instead of focusing on improving retention or hiring efforts, they implement unreasonable metrics on the employees that stick around. This creates incredibly high stress levels in day-to-day life. Getting promotions is possible, but they make it difficult (often hiring externals instead) burnout is common in this company. Performance reviews are not consistent across departments which creates skewed expectations, and highly reliant on rubbing elbows with upper management even if you have results to prove your worth. Training classes are hit or miss. You are often thrown to the wolves with conflicting information or lack of training and just have to figure it out. Depends on the department you are in. Micromanagement everywhere.

If you have physical disabilities/health problems you have to jump through hoops to get accommodations despite the job already being setup to accommodate you as they have a mostly hybrid workforce since COVID lockdowns (upper management also wants less WFH so be prepared if you apply that you could end up being an in-office employee). If you have mental health disabilities/problems they will fight you for any sort of accommodation, unless you happen to have a manager who has empathy and will bend the arbitrary rules for you. But if your manager follows company policy to a T, you will realize the company does not value it's employees lives. I'm not surprised that there have been incidents of "self unaliving" at the office building. 

The pay is decent, however with recent years' inflation, many employees struggle to afford housing near the office location and have been forced to move further away, which results in long commutes as people have to move further away for sustainable living conditions. Plus the amount of stress from this company, the pay does not make up for it. Benefits are just okay. It's not the worst health insurance I've had, but despite the increasing costs of health insurance each year, you will still face many uncovered medical bills if you happen to have any issues. They tout free programs as part of benefits but after utilizing them I realize they are unhelpful and not thorough. (Example, free therapy with certain online group was very poor compared to using an online therapy service I found on my own and had to pay for. If that was my introduction to therapy, I would never return.)

The company itself is just okay, and if you have a period of family/health problems, you will not have a good experience nowadays (older employees did have more support back in the day it seems, but even they admit the company has changed for the worse in this regard). There are good people working here, and if you have a good manager your experience will greatly improve. If not, you may not enjoy your time at this company.

I will add that the current CEO Michael Tipsord is being replaced mid 2024 so it's possible things could improve in the future. I don't know if I can hold out that long.

The Sayville, NY office I worked for was by far one of the worst places I've ever worked.

This office has a high employee turnover rate for a reason. Do not fall for the agent or his female assistant manager's friendly sales personality. It is all an act to have you accept the position.

The training was very disorganized. I never knew exactly what ALL of my responsibilities were. Even when I asked the agent himself to list them out for me, he never answered me. Instead, his two assistant managers took educated guesses as to what I was supposed to do and how. The agent would reprimand me for not completing certain types of tasks, or not knowing how to, because I was never trained or told that I had to complete them in the first place.

Part of the expectations for my role as Office Representative, was passing a licensure exam. There was a devastating death in my family while preparing for this exam, and I made this known immediately to management. Despite this, I was still threatened with being fired if I didn't pass, even though I was actively grieving. I passed nonetheless, but that told me how little the work culture cares about the mental health of its staff.

My primary responsibility was to answer the phone calls and/or make phone calls to clients who were oftentimes angry and combative. If you are considering the Office Representative role here, anticipate being a punching bag for people complaining about premium increases and their inability to make their payments on time. 

Also expect a lot of staff members badmouthing one another while the staff member being spoken about is not present to stand up for themselves. The agent participated in this gossip a few times. 

The agent's female assistant manager was extremely abusive toward me the entirety of my time there, always yelling at me in front of my colleagues whenever I'd make a minor mistake, or making indirect negative remarks about me within earshot. I would regularly ask her to speak to me with more respect, and asked her to put an end to her passive aggressive behaviors toward me. 

Since this was a small office, there wasn't an HR department to resolve this matter in a respectable way. Instead I was fired for lies and/or exaggerations the female assistant manager had made about me. I was rarely given constructive feedback and was never given an opportunity to voice my grievances as an employee, since the agent was set on firing me (yelled at me while doing so) without giving me the space to tell my side of the story to him.

The only positive from working here was the other assistant manager. He was very calm, patient and helpful all throughout my training. The few other staff members in the office were also willing to help me out and/or teach me something new when they had a free moment.


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