#micromanagement

Scene: Doors of the Canonsburg office swing open. Three members of the Lollipop Guild emerge, wearing matching puffy vests, untarnished hard hats, purple sneakers, and holding enormous lollipops. Behind them, a banner reads: "Congratulations on your retirement! Please don't come back."

Lollipop Guild member #1:
"Yinz gather 'round. The day we dreamed of has arrived!"

Lollipop Guild member #2:
"Wake up, you sleepyheads, get out of bed! The nightmare of meetings and micromanagement is dead! "

Lollipop Guild member #3:
"No more surprise calls at half past three! No more, 'Let's circle back' endlessly! No more impossible deadlines to meet! No more getting tossed under the bus in the street!"

Lollipop Guild member #1:
"They would ask a bunch questions and change plans on Friday after four, then ask why the numbers weren't better than before!"

Lollipop Guild member #2:
"To your face, they would treat you like family with a smile so sweet, then cut three departments before we could eat"

All in song:
"Ding do-g, the exec is gone!"

I’ve seen multiple posts about layoffs in different departments, I wish there was a way to know how many there have been. Now that we’re coming up into the fall I find myself wondering yet again if there will be an early retirement offer I think I would’ve said there was a good chance earlier in the year, but I don’t think there really is a good chance anymore. It seems like management has become very micromanaging. Yes, I understand that there are probably departments and employees and teams that needed better oversight. I’m not complaining about oversight. I’m questioning the kind of oversight for example, the utilization review department is required to do 12 reviews a day there isn’t enough work for us to do 12 reviews a day. Yes, there are some nurses who do get that kind of work based on different facilities that they have access to, but the large majority of nurses do not get that work and I would venture to say the average reviews are probably closer to seven or eight a day. We have no control over that. I know team leaders say we should be asking for Work if we need it but you can’t pull Work out of a hat and now it seems that people are getting reprimanded for lack of a better word for not asking constantly for additional work, they’re getting talked to for only having seven reviews and many teams are telling people that they should have around nine reviews. Maybe I’m blind. Maybe there’s some other utilization review nurses on here that can shed some light on that, but it sure doesn’t seem like there’s enough work for that at least they’re certainly isn’t on my team or on several other teams that have brought up that I’ve spoken with my point is I’m certain there’s going to be a layoff there would have to be we have likely 150 to 250 too many nurses. I seriously doubt since we’re losing 600K members were going to miraculously come up with those 600 K plus an additional tens of thousands more to create enough work come January. So I guess the question is is there going to be a layoff or will they offer early retirement? I realize this is a long post. It’s just something that weighs heavily on every nurse I know. And after the employee survey came out today, multiple nurses have been saying about how discouraged they are so it’s brought it up again. Any inside encouragement anything would be greatly appreciated. I am just going to apologize right now for any type of graphical errors in this. I know it’s a long post and I’m just simply exhausted and discouraged after this day of yet another group of confusing, emails and policies and procedures and changes and taking back the changes and making more changes and taking them back again, utilization a few management simply just does not want to know what they want, and don’t want to proofread it.

The moment you spend everyday worrying about a layoff is your personal red flag to get out of that position/team or out of this company.
I am so glad I moved on.
No more micromanaging cr-p and no more unrealistic expectations. Gotta do what’s best for you.

If you believe in working hard, helping your team, and learning from mistakes, you're probably going to have a rough time here. Mistakes get held against people, while micromanaging and corrective action seem to be the main culture.

They can't keep new hires. Employees are retiring and quitting. Everyone hates it. Not enough employees to do the work. Everyone is tied to their desk with constant threats on idle time. Constant changes being implemented making it impossible to keep up. Your expected to take all your calls and still get your work done which is impossible with the amount of calls coming in. The micromanaging is tremendous. Its complete missery. Instead of firing those that need it, they make their good employees miserable. The good employees are constantly having to do others work. The burnout is real. I'm planning to Ieave as soon as I can.

micromanaged after FMLA leave ! Noticing a pattern.
So at my current BOfa job I was under some stress at home and at work and decided to take some intermittent FMLA time for stress. After 6 years of getting Meets or exceeds ratings when the Mid year rolled around in July and I was given a Partial Meets. Part of it was due to not meeting the in office day requirements vs remote days . I got dinged there.
Boss mentions that she was given an option to give me a PIP or monthly follow up meetings . She had understanding of my situation and felt I could get back to more productivity so I was told we would do monthly follow ups.
I started to notice I was given feedback like your completing the work but require follow up, Or your completing the job but these are the easier tasks. Or you are not completing things as fast as we want. This is due to being out on an FMLA day.
I'm also asked to submit summaries of How I plan to do individual assignments to the boss, something I never had to do in all these years.
Does this mean there is something going on here? If its no the dreaded PIP why is there this sort of scrutiny? Anyone else experience something similar?

I know it's to micromanage us to death but the fact that we need a dozen apps to put cookies on the shelf is hysterical. This isn't some fancy job it's a simple physical job. Order cookies. Put cookies on shelf. It's ridiculous.

Previously, we had a Manager who failed to manage effectively and merely offered praise to the 'assistant' manager on the team, who contributed very little. Now, we have a manager who focuses on overseeing the fonts we use in our emails. Wells Fargo really knows what they are doing.

I like to talk to my reports and go out to lunch with them. I think it's important to keep a close eye on these projects so that timelines don't slip. I have a pass they can take when they need to use the restroom and that way no one wastes company time.

Don’t work at Daly unless you love to be micromanaged.

This should be the next survey question. Why would you wish WF success? The bank's very publicized plan for success blatantly excludes thousands of US employees, after ruining or at least significantly disrupting tens of thousands of careers eo Tuesday for the past 5-7 years. They dont want you to work here any more.

Why would you, after all of the gaslighting, the fake reviews, the micromanaging office time down to 5 minute increments, the soon-to-be-increasing RTO requirements,

"Together we'll go far.......but not with you!"

• Charlie & his squad of goons

Go ahead and downvote me, bootlickers! this is the truth and you all know it

We post so much about the micromanaging the layoffs , those people don’t care. More money for them.

I don't know what happened, but the culture seems to have shifted. My manager went from being one of those horrible micromanagers to minding his own business, we backfilled two positions which made everything so much easer on all of us, and there has been no talk about layoffs for a while. I don't want to jinx it, but credit where credit's due.

The micromanaging has begun I believe! In the last 2 days we have received emails about a pattern of attendance-related activity like too many call ins when the last 2 months have been so stressful and we are to update teams every time we step away from our desk for some reason. This has not been an issue before but is now?!?

There’s been this huge crackdown on my team within care management recently on performance and policy compliance. We’re all getting flack for our idle time, call avoidance, taking lunch too late, and on and on. Used to be no one ever checked Verint unless there was some concern about metrics, but now everyone is in the hot seat. Lots of formal coaching and PIPs all at once for objectively very minor offenses. Is it some directive from senior leadership? Maybe they’re trying to thin the herd of less productive associates before AI implementation increases our productivity expectations?

Upper leadership overseeing the remaining stores in Texas is asking store managers to submit daily digital locker entries for every representative. The setup involves management assigning a daily objective per person; required behaviors must be met to reach the target, and any lapse, miss, or achievement of sales are recorded. In my location, the whole team feels demoralized and singled out, unable to dismiss the question of who is next (termination and layoff). They also recognize that digital lockers serve as a rapid path to termination because they function as an HR instrument. I wonder whether your side of Verizon is doing the same. Has micromanagement grown in your side of the business?

I’ve been VTOing and requesting PTO in my IEX for the last 2 past weeks. Centene has really stressed me out. I don’t feel like clocking in or participate in my weekly team meetings. Supervisors and team lead states there’s nothing to worry about and to not stress. I call bullsh-t. They been on my di-k cause my stats/metric have changed recently, my AHT is higher than usual and I’m overly annoyed their slick a-s comments about my performance. Is anyone else experiencing major micromanaging issues? Enough is enough, at this point I’ve applied for FMLA because I can’t take handle the energy and fake empathy from my supervisor.

It’s official. A manager officially announced they installed software to monitor offshore folks. Ended up cutting 6 of them. Stated not watching FTEs but that’s a bold faced lie. If you go to the bathroom too long you’ll start being micromanaged be careful out there!

They are definitely going to micromanage people out so they don't have to pay! Getting a lawyer to be on standby. But if the PL can at least have a heart and stand up for us and know we will be out of y'all's hair asap and to please please not set us up to be let go. I have seen it happen too many times.
Noone cares. Trust my noone does.

No surprise that reports are wrong, nothing new, this place has been dealing with that for years. Systems don't work, are not examined for the root cause of bad data and reports. More micromanagement but wait....now so many of us are on a correction action plan as a result and everyone is miserable.

This is what lack of leadership looks like, don't dig in and find out what is wrong and then communicate/educate. Instead just assume we are lazy id--ts and let the punishments begin. And they wonder why morale is in the trash.

Vehicle photos, billed work, ofs times not matching, ADP entries, acfs entries, it goes on and on. Time for me to move on.

Just wondering how long you have spent or plan to spend in your current role? I have been with the company almost 20 years and in my position for a good portion of that time. I used to really like it. The last few years, not my immediate director, but the next level up has become extremely controlling. It is to the point that I don’t even know what decisions I can make or not without vetting it through both levels. It’s incredibly frustrating and has led to burnout for me. Theres always a chance for turnover I guess, but I am also considering moving to a different group. It has been quite a while since I have tried something new.

Micromanagement and fear tactics will continue... the main goal is to push people out and force them to quit. It is no secret what the management is doing, change people's roles to unrealistic expectations in order to save money and to make the company look profitable on paper so they could off load it to another buyer. For years they have refused to provide employees with a clear Job Description while they shout at every meeting that the role and expectations have changed. They are waiting for people to adjust into their new and force upon role so that they could use the legal claws to bypass liability for changing employee roles without their consent. This is unlawful and unethical. No wonder why people are not performing their best because nor only they dont have capable leaders, they feel like they are being conned by their leaders...

Well said, @x0+1kvzddfk0.

I'm not sure who knows how some of these things work but the VSP gives the company the ability to plan a org flatten and restructure over time, that's the "Long Term" plan.

RIF is the big cut

So..... The order of things
Phase 1
String this along, a percentage have already and will just quit (voluntary attrition is best and cheap)

Then kick off the plan.
Step 1 - VSP notifications and dates are final
Step 2 - Month or so, after a period of time to give people that are not happy with their VSP to just quit on their own. (again voluntary attrition is cheap)
Step 3 - Some point around the month you'll see a sizable RIF to scoop out the undesirables that didn't take VSP.
Step 4 - Long departure dates, the workload will increase, metrics ill change, micro management will be the theme.

So I completely understand the need to serve members, the huge queues, the need to work work work. But we are losing the human touch that case management is supposed to represent. Based on the current direction it is - treat them like cattle - find small things and peace out at 90 days. Something comes up, member has real needs welp too bad we don’t care cause other people waiting too. A case needs to stay open longer - bring it to rounds so they can tell you to keep up the good work. Plus we will ask for you input about what is working, what is not but no one cares at all in reality. Just sit there, shut up and get it done…. How we don’t care…. Mental health yeah we don’t care….
As someone who loved this job and this workplace when she started, the cracks in the wall are showing and frankly there isn’t enough stucco in the world. The rot in this place start with mismanagement and lack of direction at the top and goes down to mid and lower tier management for the most part. There are exceptions and I am grateful for having experienced the other side. Honestly if you think you can hold this place together with duct tape, baling wire and AI go for it. Just approve the VSP and let us go now. So we have the same luxury to leave you with sorry bout your luck get it done.
All I know is between anxiety and extra meeting’s to micromanage further servicing the members I am here for gets harder by the day. I can only assume this tactic is to attempt to not pay severance because it’s definitely not helping morale!
Oh but Thank freaking goodness it’s Friday!

Manager told us no 1/2 day pto (looks bad) and if we cancel a PTO day (even if we haven’t taken it yet) we need to let them know why. Oh yeah PTO days, wants to know what we are doing and why we are taking it. Do I call HR or this allowed?

To Humana upper management….
The recent communication encouraging employees to use our time more efficiently to better serve our members was discouraging to many of us. While I understand the intent may have been to improve efficiency, the message came across as though our efforts are not valued or that we are not doing enough to meet our members' needs.
Many employees are already working under significant pressure. We were required to work mandatory overtime to meet organizational demands, did not receive merit increases this year, are closely monitored in nearly every aspect of our work, and face disciplinary action if chart audit scores fall below 95%. These expectations create an environment where employees feel they are constantly being measured but rarely recognized for the work they are already doing.
Those of us on the front lines genuinely care about providing high-quality care to our members. We understand the importance of efficiency, but efficiency alone should not come at the expense of employee morale. Communications that acknowledge employees' hard work, recognize the challenges we face, and express appreciation alongside performance expectations would be far more motivating than messages that imply we should simply be doing more.
I hope leadership will consider how these communications are perceived by employees. Feeling valued and supported is essential to maintaining engagement, retaining experienced staff, and ultimately providing the best possible service to our members.

I joined USAA as an intern few months back, hoping to build my career here. After hearing too many good thinks on the web. Unfortunately, the experience was disappointing enough that I decided to leave for another bank last week.

The biggest issue was the constant organizational changes. Teams and priorities kept shifting, making it difficult to focus on meaningful work or feel any sense of stability. On top of that, budget constraints seemed to impact every decision, resulting in limited resources and frequent compromises.

The work culture was heavily driven by micromanagement. Every story and task required excessive oversight from the product manager, leaving very little room for engineers to make decisions or take ownership. Instead of being trusted to deliver, it often felt like every small detail had to be monitored and approved.

The return-to-office policy made things even worse. Employees were expected to be in the office four days a week regardless of personal circumstances. It didn't matter if you had been on an overnight production call and barely slept—you were still expected to show up in the office the next morning. There was little flexibility or consideration for employee well-being. The work life balance is zero here. Its strange that USAA is still claiming themselves as best companies to work for and misled the future employees

To sum it up, the environment felt rigid, exhausting, and not conducive to learning or growth, especially for someone early in their career. I eventually decided to move on and accepted an opportunity at another bank that offers a healthier work environment, better trust in employees, and a much more sustainable work-life balance. Felt like a titanic to me and only course of action was to jump off before it sinks.

If I hear the word NAN one more time. Why does US Bank not get it. No one has time for that cr-p. I have never seen branch more micromanaged than they are right now. TOXIC place to work with unethical behavior happening all over the place. Wish this
company would just go belly up and I cannot wait to get the F out.

Walgreens was the absolute worst company I had ever worked for. I was working WFH as a "Centralized Specialist" for the Save A Trip department. It was so draining especially for the extremely low pay, rude disgruntled customers and terrible micromanagment. They decided to lay off the whole Save A Trip department no warning no nothing. If you are offended a job from this company run as fast as you can. Nothing but misery comes from working here. No good pay, No appreciation, no job security.

Anyone else all of a sudden being micromanaged by their people leader? I just had the strangest one-to-one with mine. It’s usually been pretty good but this was almost hostile and very uncomfortable. I did put in for the VSP and I’m just counting the minutes until I can get out of there. But this makes me nervous – are they trying to fire people before they can qualify for this? I don’t think she knows that I put in for the VSP – but my people leader and her Supervisor are acting like none of this is happening. We never talk about it in any of our huddles and they’re just tightening everything up putting the sc--ws to everyone and acting like everything is normal. Major gaslighting! Such a dysfunctional place…

Just finishing meeting with manager and he says I don't have enough computer action. I complete all my assigned tasks on time, never been found wanting. I asked how the data is collected and I'm told it's classified. Why hang me if you can't tell me how to improve. I guess I'll be getting IM rating.

Does anyone know if Cigna is deploying Verint company-wide now, or just to certain departments? Saw a director hyping it up like it's something to look forward to, but a quick search shows it’s a desktop process analytics (keylogging) used for heavy micromanagement in call centers. Curious if other departments - especially engineering and analytics teams - are being subjected to this tracking or if it's just us.

I’ve been in the workforce over 30 years ( including 16 of them at US Bank) and I’ve never encountered this level of micromanagement where salaried professionals are treated like they’re hourly employees. This is not meant to disparage anyone hourly at all but being on salary has typically meant you aren’t tracked on an hourly basis. You are trusted to be mature and professional enough to manage your time and perform your job and if you aren’t getting your job done, you get fired. You are evaluated based on your overall performance not based on where you’re sitting and for how long. Simple.

This just boggles my mind because it’s so draconian.

Bumping from @aq+1kt7a1e2m.

One would think our CRO has a relative that’s a Clari rep but that’s impossible because they all work at Omnissa.

If you have to continue to repeat “this isn’t about micro management” guess what? It’s about micro management.

Anyone feel like SNP is suddenly doing some intense micromanagement? What’s going on? It’s exhausting!

Office politics are so much worse when you have to navigate them in person. From micromanaging to bullying to being put in the middle of arguments... It drains people in a way that's much, much worse than just hearing about it or dealing with it from a distance. I'd take a pay cut to avoid it.

A toxic workplace is when you're always scared of a pay cut or getting let go. It's when your manager won't stop hovering over every little thing you do. And it's when management rewards the people who tattle on coworkers for the tiniest mistakes. Sounds familiar?

Anybody else being given more meaningless "busy" work by their manager when you already have more than enough work of your own and are actually busy tying to get it done? Can there be any other point to this other than intentionally trying to make me look incompetent?

Haven't been here for awhile and looking at the postings I am shocked that people are putting up with this mess.

Managers/Directors openly disrespecting staff, threatening them in front of witnesses, making up jobs/roles but not compensating them appropriately, scolding them for not asking about pronouns to members who likely are clueless or will loose their mind at the question, insane micromanagement. and people are just putting up with it.

My Goodness!!! Use your power and the power of the policies posted in Workday for this and start calling it out. Being afraid of being Rifed is turning people into doormats. Stand up for yourself!!!