#morale

Can not deal with the stress anymore

Wanted to bring up something that has been bothering me for quite some time, and I believe it's important for us to have some meaningful discussion about it with those charged with the responsibility. Have you noticed that none of the senior leadership team ever formally addresses any of the serious concerns raised on this forum, Peakon surveys, or other feedback channels? Significant, non-trivial concerns such as offshoring plans, aggressive US layoff plans, loss of experienced workers, hiring freezes, shifting workload concerns, RTO policies, office closure plans, growth hubs vs. non-growth hubs, separations vs. severance plans and decisions, work-from-home status, and quality of life concerns are all left unanswered.

All the management rhetoric we've been programmed to embody in our core pillars and principles now feels empty and hollow. It feels quite odd and frankly, very disheartening, that these significant issues are continuously brought up by employees either directly or through forums like this but never receive any formal acknowledgment or response from senior leadership. Why is that? How is it ever acceptable to continue to ignore these employee concerns? Where does SH and the People Team stand?

It stands to reason that it is crucial for this leadership team to be transparent and responsive to the concerns of their employees. Addressing these issues head-on would not only provide clarity but also help in building trust and improving the overall morale within the organization. Given the widespread fear, uncertainty, and doubt that continues to spread, is there any reason we should be confident in our future success or direction with this firm? If we can't answer this question with absolute certainty and conviction, then clearly a restart is the only option.

A serious question: I'm not excited about joining HPE. Does anyone else have the same feeling?

It's all better now. All is forgiven and we can all just move along like this never happened.

I’m definitely not in the state of mind, or the life circumstances, to spend weeks worrying nonstop about my job. I’d rather just find out now and be done with it. I need this job badly, since finding something else is near impossible these days. But I also need my sanity and my health. Shouldn’t leadership at least be able to make the process faster and more efficient?

I'm sad about the layoffs. I was laid off from my last role. It was very painful. Very painful. And I had a lot of anger and felt betrayed.,

I've seen vicious criticisms towards Maurice, Manika, Shannon, John and Kelley. Let's back off the mean comments directed to them. Personally, I think it is misplaced and not warranted. I remember COVID and how we all in HR thought we would be laid off. Yet those same leaders came together and not only saved our jobs. We also got financial help. They let us WFH for 18 months. I for one am very grateful to them.

Layoffs are horrible but they are something that even MCOs aren't immune to. HCSC is not a perfect company but I think it's the best of the industry. I would work no where else. I have worked for other MCOs and I can say that we are treated better and our benefits are better than my experiences. These layoffs do not make HCSC a bad company.

Once again, I'm very sorry for those laid off and pray that you land
back on your feet quickly. I have said a prayer for the people impacted by this. I miss my laid off coworkers.

Thank god. I feel for everyone who was affected, and I truly hope things work out for each of them. As for the rest of us, we desperately need a breather. Yesterday was brutal, and it takes days to even begin regaining a semblance of normalcy after that much anxiety and worry.

Hear me out… as I’m finishing my required mylearnings for showing empathy (let’s all laugh…) I got mad. This was terrible. People are calling it HCSC HUNGER GAMES WEEK. I’m sick to even be here still. How this was done was appalling. “It’s business”. Ok? And we’re people being treated like garbage and tossed aside overnight. I’m done. Next town hall, I’m registering and walking out. Next blue pulse survey? All 0’s with no comments. They want compliance, fine but it’s malicious compliance while I look for a new job.

So much for transparency, open communication and this great company vision. Apparently it’s only for the executives who make millions who don’t do a dang thing for us.

All of us in-office employees have been standing around talking about this site. There are so many new users here this week, it's going to be the new employee water-cooler going forward.

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?