Thread regarding Centene Corp. layoffs

@ec yea agree performance Eval and being asked to leave same time same month goes to show you how ridiculously stupid this company is and is being lead by re--rds

If everyone accepts the VSP, what would happen?

@aj Having mid-year check-ins while simultaneously asking if you want to quit your job is comical!

@ap Uh, yeah, Im aware but not the point.

Why not trim the fat through targeted layoffs instead of risking the loss of the best and brighest? Eliminate obsolete positions, move on from poor performers, and restructure where needed rather than offering golden parachutes based on questionable qualifiers.

Is this mission simply? It feels like a stretch when the process seems to have little to no focus on retaining the people who actually drive results.

@b7 all that just to be an a55hole

I was a high performing (100% audits, always selected for special projects, mentor, SME, highest performer on my team for 10 months straight) and never called out I was laid off last month. It’s not about keeping quality employees it’s about money. Never forget that.

I don't want to be "that guy," but I'm really struggling to understand how people fail to understand what VSP really is.

This has been a step in clear communication from higher up leaders to be clear and transparent, but there seems to be a failure in comprehension so far, with employees feeling like they are targeted to be laid off if they received the VSP email. And employees feeling like those who didn’t get the VSP email are “safe”.

What stands out to me most is that this approach of a layoff post seems focused on fear mongering, with little, if any, focus on what the VSP actually means and entails. And the post did not reiterate that if one is not wanting to voluntarily leave, no action needs to be taken.

I'm having a hard time understanding how this is difficult for the OP to understand and why they are skipping past the facts.

It feels like the focus is on scaring employees into thinking if they got the VSP email they are going to be let go. Instead of addressing that the offer was given to a set criteria.

This approach seems incredibly short-sighted not to mention the impact it could have on the OP’s reputation as an employee. When high performers and long-tenured employees reject the email because they know they have nothing to worry about and are NOT the ones walking out the door, it sends a message, both internally and externally, that only those who cannot read and comprehend what VSP really means will try to make us feel like we’re targeted.

Fixed that for ya, OP.

VSP is not the same thing as deciding who to lay off..someone who isn't VSP eligible can still be laid off.

@ad I’m quite happy and pull my weight and the weight of others who don’t. I’m not worried about getting RIF’d but there’s fat to be trimmed.

@a6 “You can keep gaslighting and parroting words like "VOLUNTEER", maybe if you repeat it enough times it'll magically become a good argument.”

VOLUNTARY SEPARATION PROGRAM. I’m not pulling the word volunteer out of my a-s like you did with your response

So should we update our goals at this point or nah?

Did they ever really matter anyway?

Also, why is Sarah still at 72% on Glassdoor? Is it because she’s one place behind Oprah on the Fortune “most powerful women” list? 😂

69% would recommend? I’m gonna ask for a recount.

The OP has a good point. I do think they will make every effort to retain the subject matter experts. They will use the VSP list to help sculpt the restructuring + sprinkle a few other low performers. They will not just blindly layoff people for the sake of numbers

@a1 Long tenured employee or not, you sound like an a--hole. I sure as he-l wouldn’t want you on my team. Maybe you should rescue that email from the trash and apply for the vsp. You sound like a miserable person.

@aa completely agree. They already know who they plan to RIF. They just need a couple of weeks to cross reference their list with the VSP applicants. Maybe make a couple of small modifications based on the VSP responses but the majority of the decision making has been done.

All of this decision making is being done with AI. Let that sink in. We are no longer people but coded numbers with a few variables they are trying to hit, age brackets, pay scale, tenure.

@OP based on my understanding, if an employee applies for the VSP, they can still be rejected based on those exact terms: institutional knowledge, high performing, etc. those with less than two years of service can easily be RIFd during this second round; they aren't safe.

my theory is they want to see who wants to go but they have already made the decision as to who is getting cut. they may reconsider if there are names on the elimination list and they didn't apply for the VSP. again, may... it all depends on how many people apply and who.

the thing with not getting RIFd and staying runs the real risk of having an increase in work, no matter how much they push AI in workflows. I doubt the increase in work and responsibilities will be appropriately recognized and compensated. we shall see what happens.

@a1 The irony of you using the word "comprehend" when you clearly aren't doing much of it yourself is pretty amusing.

it's funny how anytime someone writes a coherent response these days, the immediate reaction is, "ChatGPT wrote it." I'll take that as a compliment.

You can keep gaslighting and parroting words like "VOLUNTEER", maybe if you repeat it enough times it'll magically become a good argument.

Keep spewing that bullsh-t until your brain runs out of whatever oxygen it has left. It won't make your point any stronger.

May the odds be ever in your favor.

@a5 That's a reasonable question. I wish I had an answer.

@a2 Your perspective is very much appreciated.

The irony of you using the word "comprehend" when you clearly aren't doing much of it yourself is pretty amusing.

it's funny how anytime someone writes a coherent response these days, the immediate reaction is, "ChatGPT wrote it." I'll take that as a compliment.

You can keep gaslighting and parroting words like "VOLUNTEER", maybe if you repeat it enough times it'll magically become a good argument.

Keep spewing that bullsh-t until your brain runs out of whatever oxygen it has left. It won't make your point any stronger.

May the odds be ever in your favor.

New employees were not eligible for VSP. Does this mean they were hired for the restructuring?

@OP of course it is. Those not offered VSP can still be on the RIF.

I get what you’re saying but I think the idea was there are a lot of long time employees who might already be thinking of retiring or making a change and this is giving them that chance. There are some who might be newer or mid-career who would like the extra cash and have either a good support system or savings and are ok with the uncertainty of getting another job fast. You’re right that this may cause the ones you want to stay to leave or it will crate lopsided gaps but they have no problem moving people around and I’m sure some of the gaps will let them reimagine how teams are structured. It’s messy, things like this are never easy or perfect but this has been percolating for at least a year and was always going to happen.

Boy I bet you’re one of those people who reply to all “remove me from this email”

“I'm having a hard time understanding how many long-tenured, high-performing employees are being slated for VSP while employees with less than two years of service who rank as average to mediocre performers are excluded. How can anyone feel good about that?”

I got the email and I deleted it. I’m a long tenured high performing employee. They’re giving more to those who want to leave and have given more years of service…

Also, it’s PAINFULLY obvious you used Chat GPT to write this.

Read the damn email. It’s for people who WANT to VOLUNTEER themselves to get let go in this first round. Getting the email means nothing. Just that you’re eligible for some perks if you WANT to go.

Good God…. How is that so hard to comprehend?