Thread regarding Optum layoffs

@af fck off

The largest complaint out there is that the top level executives are grossly overpaid in their compensation packages. Massive layoffs only do 2 things - 1 - cause more work to be picked up by already taxed employees and 2 - the roles are filled with 1 - low level newbies that take longer to train in and cost more in the long run 2 - new employees that are paid a higher wage than those that were RIF'd. Unfortunately, there is no compassion left within the walls of the executive level - other than optics. Greed has taken over the patient health priority. And that in turn means that employees need to be let go so they executives can maintain their high end compensation packages.

@qm Then put some qualifiers in as they did some years ago. Like at least 10 years of service and age 55 plus are eligible to voluntarily separate. Win - win.

@ms voluntary separation was only a subset of UHC, about 30k. Yes, Optum exists to serve UHC (Welcome UHC COO as our new OI co-CEO!) but this was only for UHC badged people.

Problem with voluntary is only those who have a job lined up or feel confident about prospects will take it. These are often the best employees. Plus, those who are underpaid will head for the exits, not the cohort they want to cut. RIFs are reserved for low performers, expensive employees, and people that ask too many questions.

The element of surprise and appearance of randomness are also powerful psychological tools for SLT/ELT to manipulate and control remainers.

A Director responsible for the management of four departmental teams recently terminated their employment. This separation occurred during the active execution phase of a large-scale project originally initiated by the departing individual. The fact they left during this project says everything one should need to know.

So now would be a great time to “update” any process documentation, make some critical typos, and be too busy to fix them. No reason to make things easier for the offshore people who will replace you.

@ms they offered it last spring. Around that offer is when the massive churn began. Turns out they were all the smart ones.

Why, why, why, are they not offering up voluntary separation? If you’re going to cut entire teams for crying out loud let people move to other teams and stay. Optum is so misguided in this space. Let people resign who are ready. So incredibly sad.

@k9 those are usually not the people fired and the ones that are let go at that level are a lot of times the good ones who lookout for their employees instead of blindly following orders.

Too many assistant directors and above here which is costing the company too much plus they know nothing.

Any credible information on housecalls and/or HC markets possibly affected? TY

@dr OAS is going away? Is it the new Optumai?

@e4 Having all of your direct reports moved under your supervisor is obviously not a good sign. It seems odd that would happen before any meeting with you though. But so many things are done half-assed at Optum, so maybe it's fitting they fumble this too.

@eb will changing my title at this point help with any chance to escape it?

@e4 I have worked at several large companies and that has 100% of the time meant your role will be eliminated in the coming months. Sorry to say it, and I could be wrong as it’s only based on my experience, but prepare to find a new job

@b6 point #2 is about time! Worst purchase Optum ever made. They refused to become part of Optum. Just brought their antiquated, bad security junk with them. Worthless Program team that checks boxes and report on other peoples’ work. As they say don’t let the door hit you.

@e4 sorry.

@e4 There are directives for how many people a manager must have under them. They are staging you for the January RIF.

Clinical operations or tech?

@a9 All my direct reports were moved under my supervisor. What could it mean?

@b6 OAS is going away. OFS, too. what are those?

@at can you elaborate on "CXDP may not exist next year."

@b6 then Optum is dead. They had to move away from UHC to avoid antitrust investigations. If Optum is dead they can say hello to 130-150 stock valuation permanently. Insurance is a dead end and historic allies in the GOP now calling insurance companies “big monster companies” (Trump’s words not mine).

Place is toast with the “strategy” you describe.

@OP not implying but to help navigate it could help to learn about the caste system and its impact on Silicon Valley - check out Apple.

@a7 senior leadership has been convinced that the work can be done by offshore and the rash of job postings for H1B positions (just filter the postings for the word NOTICE as they are required to post the position).

These onshore postings needing sponsorship are currently contractors that will be converted.

That 30/70 split everyone talks about - those onshore resources will be filled by H1B.

Oh so this is why teams with US managers have been getting moved under Indian managers, they're trying to protect their friends from the layoffs. RIP

Can any managers within the HouseCalls org confirm they have had to turn in names for a RIF?

Can confirm that cuts are coming. Too many providers and managers.

@b6

Can we get explanations for what those abbreviations are for please

@OP Can confirm for sure!

1) SD/SH cutting products/projects with low or negative IOI (<20% after COGS, SG&A, etc). Many products/projects will be sunsetted early regardless of popularity. Whole teams will disappear, massive reorg. Some weaker products/projects with a path to better margin will see 25% cuts.
2) Getting personal: CHC, friends of Andrew/Roger, people that crossed SD in his OT days. Gone. Up to high levels. Cleaning house for the new regime. Major reorgs. Kristie will be groomed to be the next CEO and her job is to ensure UHC is #1 priority for Optum. OAS is going away. OFS, too.
3) See point 1. Job transfers to India. Already email signatures one SG above their system SG/title. Those aren't promotions, the SGs are getting adjusted so titles shift up while SG# goes down.

All, can you confirm which areas this activity has occurred in? Currently aware of this activity in CXDP and OI; CXDP may not exist next year.

@aq it’s a big company and every CIO has different policies. I was able to give out one 5 and then was forced to give an undeserved 2. In my org and the orgs I’ve been in they require each team to follow a bell curve which is ludicrous because the lowest performer on my team might be the top performer on another team but the other team gives a 5 and my employee is stuck with a 2-3.

@a5
thats interesting. our dept hasnt had to do anything, and we have 5s in there

fake news

You will see less management next year as there are targets for the number of direct reports per manager. The bad news is you will have even less time with your new manager, who likely will be supporting multiple teams and not understand the job roles under them.

I received the RIF notice this week, which is both good and bad. I feel depressed about losing my job, but at the same time I had been feeling stressed for a while from anticipating it. I know others on my team will likely be impacted soon (probably in January), and I hope they’re already looking at other opportunities. I worked with some amazing people, but I’m ready to move on.

25% cut is laughable. Like last year they will scramble to hire in July-August as deals and contracts idle with no one on staff to push them forward. Then the new people get to year end and nobody has any idea what to do on the deal and our customers leave or force a contract where we make close to zero.

Especially bad in ORX and OI.

Too many people managing, not enough people leading.

@OP our org already calibrated last month. Our ratings were all forced down. I know different orgs have different ways of doing things but we already did it. I have people getting 2s that don’t deserve it.