#morale

Are anxiety levels still sky high?

Let’s discuss the shale and tight post reorg mess. Over two months in following wave 1 and people still don’t know what is going on with workflows with minimal guidance from leadership because they don’t know. Folks at the working level are doing their best to figure it out. morale is at an all time low. When will the management stars and their followers who designed the new org be held accountable for the mess.

Remember when Humana was THE place to work in the Louisville area? Far from it now.

Doubt it would be this way if David Jones was still living or the current slate of 7-figure senior leaders lived in Louisville. A lawsuit based on the Tower’s pre-existing condition, STARS ratings in the toilet and company’s ever-shrinking hometown footprint … and it continues to be all rah-rah and rainbows from the top.

Packing boxes with bean soup won’t boost morale or change the sad truth we all endure everyday - the once mighty Humana is pretty much a sinking ship. Or at least one being primed for the highest bidder.

Glad my exit date is scheduled. It is definitely time to go.

I have NO idea who took this survey or who they asked, or how many people they even asked but...

Those Tell Dell results were pretty horrible and I highly doubt most people would ever "recomend" dell as a good company to work for. Maybe 10 years ago but absolutely not anymore.

Tell me about the great new FTO policy and tell me to use my month of PTO right before you lay me off. You knew this was coming. Hope my small contribution to your balance sheet helps because it hurts me tremendously. What a low, low, awful thing to do to your (former) employees. Glad to be gone. Pay attention NetApp employees, they do not give a #$#@ about you or what you sacrifice.

If this is winning, I'm tired of it already.
No salary, and prices going up. Not a good combination

Can Senior management tell us why you keep individual contributors C15 who are newly transferred to new assignment who ha no background? They are newly transferred starters and less value than C13 but paid too high

100% of the people I spoke to hate the new in office. It’s to get us to quit with zero severance. If you hate this policy then quit all your ERNs, don’t do any volunteer work or company wide events. Clock in, job, clock out. Don’t show for town halls. Let’s aim for zero participation and see if HR can push back on these ridiculous measures.

Between layoffs, RTO, increased offshoring, and other forms of attrition, it feels like I’m standing on ground that’s slowly melting away. Great for morale, of course.

It'd be weird to be quiet about this.

I’ve endured subtle and not-so-subtle racism in my years at HCSC. Microaggressions. Being talked over. Dismissed. Having to defend my competence, explain my presence, constantly prove myself. I got myself in grippy socks a couple of times due to the stress.

I reported things. I followed the “right channels.” I tried to hold people accountable, not because I wanted to be a revolutionary, but because I thought the company cared and I thought it would/could get better.

And now, as layoffs roll out, I find myself wondering: what was all that for? I fought to stay in a place that never really cared about me. Now I see people being walked out with no warning. And I could be next.

HCSC talks about values, but culture lives in how people treat each other, and how leadership responds when they don't. For many of us, the silence has BEEN loud.

I personally felt he demonstrated why our company is ranked # 567 out of 600 Companies for Employee Culture.
He said nothing new but did double down that in spite of reading the survey comments, nothing is going to change.
Let me repeat that… Nothing is going to change.
He symbolizes what is wrong with our once great company.
Bravado yet doesn’t know what he doesn’t know.

Today’s a complete nightmare.

Every one pats each other on the back and then pretends like any of this matters. While the whole world is a sh*t show

A reminder that hard work and loyalty never pay off.

Should the lack of work scare me???

How much longer must we wait before Leahy is fired? She has destroyed the company.

Anyone notice in 1400 the sign saying "Inspiring the next generation of scientists, engineers and problem solvers" and think like everything else our leaders are tone deaf? Do they mean inspiring the next generation of Indian Engineers?

Is Truist being hacked? Any idea why vpn is down across the company? I know we’ve had a lot of turnover in our tech areas. Did we layoff the wrong people?

I thought the usa webcast was pretty useless, except for the revelation that TA was a cr*p purchase. Love the chest thumping by the refinery ladies, empty words and rhetoric. Strange they travel so much to accomplish what exactly?

Am I crazy for hoping to get a call? That 60 days sounds nice and the way they’re moving makes it feel like whoever is left will be worked to the bone.

.

Heard that on Cisco beat. Just gross

Who is voting for this cr-p?

So what is? Does anybody know?

If our team was already impacted, are the rest of us safe? Our manager is saying nothing.

In underwriting, the burnout is very real. Pay even came up in the recent town hall, which says a lot. Every time someone leaves, their work just gets redistributed to the rest of us: same pay, more responsibility. Meanwhile, competitors are paying more and we’re cutting benefits, so people are openly talking about leaving.

We’re also losing clients and not hitting our goals, and it’s hard not to connect that to the fact that so many experienced people have left. Their knowledge and expertise can’t just be replaced overnight, but instead we’re backfilling with new college grads who don’t yet know how things work. That gap is putting even more pressure on the people still here. Now we are expected to do our work, cover the work of those who have left, and train the new hires.

Curious if others across the PBM side are seeing the same. Do you think leadership really understands how widespread this is?

Anyone taken this up? It’s being rammed down our throats by management and I smell a rat. Thoughts?

4 Business Days till new UM centralization. Everyone is not trained or prepared. Everyone is confused and anxious. This leadership team has failed. Wednesday, October 1 will be a chaotic circus.

PSA for oracle emps needing motivation prior to bootstrapping their way out
‐--------------
The "Oracle Doormat Principle" is a term used by former employees of Oracle Corporation to describe a psychological state where individuals, despite experiencing mistreatment, low self-esteem, or a toxic work environment, remain loyal to the company. This phenomenon is likened to "Stockholm Syndrome," where employees become emotionally attached to an organization that has abused them, often due to prolonged exposure and the internalization of the company's culture as a "family".
The principle suggests that the longer one stays at Oracle, the harder it becomes to consider leaving, regardless of the negative conditions, because of the deep-seated emotional investment and fear of change.

Critics argue that this behavior stems from low self-worth and a paralysis to act in one's own best interest, leading employees to accept pay cuts, benefit reductions, lies, and abusive management without protest, often responding with passive acceptance like "Thank you sir, may I have another!".
This behavior is seen as detrimental to personal career growth and well-being, with some advising that if a work environment is bad, it never gets better and one should leave as soon as possible.

Worth a repost: may help Cerner, noobs, etc

https://www.thelayoff.com/t/1jgIF8AJ

Hi, everyone.

I will preface this post with a disclaimer:
I have been struggling while working on this post off and on all day because I believe the people who came here looking for answers should get them. I have to be cautious of what I say and how I say it to not tip off my role within the company. If this seems overly vague, I apologize, but please understand that I need to try to protect my own well-being (or what’s left of it, anyway).

Some of you may already know that there has been a clash in ideology for some time between the Board of Directors and the C-Suite Leadership team. The tumultuous acquisition of the CareAllies (HealthSpring) business has only intensified the situation. Maurice has been the mediator between the two for some time, or has at least attempted to be. He has proven unsuccessful in this effort, however.

The board independently sought out an external consultative analysis of roles and organizational structure within HCSC post-acquisition close back in March. The suggested outcome of that activity is what all of us are experiencing today and/or throughout the rest of this week.

It’s being communicated that the decisions of who has been released is based on “span of control”. In reality, it seems purely financial, but incredibly random. Some divisions were asked to eliminate 5% of their total headcount, others were given specific targeted individuals who were high in their respective pay scales (which also coincided with longer tenures in most instances).

This began today (Wednesday) with various roles across various Strategic teams, Finance, Customer Experience, Digital, IT, EPMO, various Product teams, Pharmacy, and some Customer Service Operations verticals. This impacted both HCSC and Cigna conveyed employees, but the logic behind the selections on both sides is confusing, at best. Many leaders were not clued in on these decisions until after the process was well underway.

This RIF will continue into the lower levels of both exempt and non-exempt staff throughout the rest of this week, although I cannot disclose what areas are next to be impacted. I hope you can understand.

The Org Chart will be down for some time, and you can expect to see some significant shake up at the Executive Leadership level.

If you haven’t been able to tell already, the company’s morale is about to be the lowest it’s ever been. Tensions will be high in the coming weeks and months and it’s very likely that this may not be the only round of releases before end of year.

There’s also some discussion taking place right now of a full 5 day RTO to provide expected additional attrition as a means of budgetary relief, but it was settled that this round of RIF was to happen regardless. VSPs for eligible employees is considered a potential contingency plan at this point if attrition goals are not met effectively.

Stay strong and if I can come back with more insight, I will do so.

There are so many bad things to say I can’t decide where to start. Stay tuned.

Look at the counts of views on today's posts here. Over 13,000 alone in one of them. A large percentage of the employees come here for info now, where the company can't control it. Boycott his next town hall to show him how little you care about his BS speeches. He doesn't care about you. The company doesn't care about you. If they want a disengaged workforce, give them a disengaged workforce.

Anyone going to actually listen to or go to MW's town hall? What will his messaging be? Will he address the terrible state the company is in? We he finally leave and hopefully finish the Chevron Dark Ages?

So I had called it earlier in the year, first Junior was going to leave, then Hand, by the end of the year. I said it. The year hasnt ended yet, we shall see whos next, maybe Soler. If the company is in such great "comeback story" why are folks jumping ship? This inverted pyramid is baloney. Store teams are pi---d, running skeleton crews, and executives dont want to see the reality, or they see it, but dont care. Its a sinking ship.

Is this even legal? It’s a mandatory “training” where all marketing personnel are required to video record themselves and narrate a story based on a script. In my opinion, this is a North Korean-style approach to engaging employees and creating a false perception of the company’s success, all while everyone is overworked, poorly managed, and laid off every six months!