I heard from multiple sources a major announcement is coming Monday. Unsure if it is more layoffs but been told to be on the look out.
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“ We are beginning to make those decisions now. Leaders are beginning a thoughtful review of their organizations, starting with the outcomes we need to deliver”
Really? I feel like these decisions started two years ago.
Everyone supporting 1/1 should rebel and sc--w all the work up. This company despises you. They are using you and then they will can you.
@pp “Chief Strategy Acceleration Officer” is who they brought out of retirement to Accelerate the firing of everyone and absorb any blowback because he doesn’t give a sh-t anymore. Then he can go back to the golf course or his yacht or whatever the he’ll rich people do when they’re retired.
Funny how they want to "flatten" the org when the ELT has recently ballooned to 15 people. What is the difference between a Chief Strategy and Innovation Officer and a Chief Strategy Acceleration Officer?
Did contractors receive this email?
@OP Thank you for sharing the info ahead of time! Please keep us posted! Wish you all the best!
@pf It’s a joke that BE is using the Insight Survey as a scapegoat for this. “What you’ve told us is clear: you want to be laid off”.
@h9 the 10% bonus group.... Here I am been trying to get promoted to that band
@OP email has been distributed
Team- Our Lead to One vision is to know the people we serve better, understand what they need, and use the full capabilities of our company to make their health care more affordable and more personal. To deliver on our vision, one element of what must change is how we work. Through conversations with you across the country, and our recent Insights Survey, we’ve been listening. You have told us you want clearer priorities, greater understanding of decision rights and accountability, and more authority to make decisions. You have also been candid about the barriers that slow us down: too many layers and handoffs, complicated processes, fragmented ownership, and work that is not always connected to our highest priorities. Accelerate to One is part of how we will address these opportunities and drive our Lead to One vision forward in the dynamic environment in which we operate. This multi-year initiative will help us simplify, modernize, and spend smarter while improving the effectiveness of our workforce. Accelerate to One has several components: We will stop or reduce work that is not aligned with Lead to One, streamline processes and external spending, use our global capabilities more effectively, and take advantage of technology and AI to rethink how work gets done. We will also evolve our workforce and organizational structure so decisions can be made closer to the work with clearer ownership and leadership accountability. I want to be transparent: This work will change the shape and size of our workforce, resulting in fewer managers and employees. As our work changes, we must make choices about the capabilities we need, how teams are organized, where work is performed, and the number and types of roles required. Some roles will change, some work will move, and some positions will be reduced. We are beginning to make those decisions now. Leaders are beginning a thoughtful review of their organizations, starting with the outcomes we need to deliver. They will examine where we can simplify our organization, reduce duplication, prioritize results-based activity, clarify decision rights, and concentrate resources on the work that creates the greatest value. Organizational plans will be developed over the coming months, with implementation beginning in early 2027. Given the importance of Jan. 1 in our industry, we want to ensure the organization can remain focused on delivering uninterrupted access to care and strong service experiences for our clients and customers. We will share information as decisions are made. We will communicate as clearly as we can, acknowledge what remains undecided, and treat every colleague with respect. As always, colleagues whose roles are affected will hear directly from their leaders. When I listen to our teams, I hear a consistent message: We can move faster. We can reduce handoffs. We can put decisions closer to the people doing the work. And we can free up more of our time and energy to focus on what matters most: delivering on our mission and serving people better. That opportunity is in front of us with Lead to One and with building an organization that makes it easier for talented people to do great work and deliver personalization at scale. We have consistently evolved over time, and this is no different. Next year, we’ll mark 235 years as a company, and we know that kind of longevity doesn’t happen when standing still. We must keep evolving – it is what enduring companies do. We also believe you deserve visibility into where we’re headed. So, we’ll continue to be transparent about this work, including what has been decided and what hasn’t. Our goal is to build a company where our people can do their best work and where, together, we can do more for the people we serve. We have a clear vision, talented people, and meaningful momentum. All of the components of Accelerate to One will help us leverage our strengths to continue leading for the future.
I just got a calendar invite for a team meeting at noon.
I assume that means the company wide email will be going out before then.
@ny I have not seen anyone getting any emails yet related to this. Is this for real?
Emails started going out 10 minutes ago.
Reorgs and other future “changes” that will help us Lead To One more effectively.
So where is the big announcement?
Any word on what the announcement officially is?
@ns Best summary I have seen regarding their approach to every company they consult with. Nothing unique or different. keep paying them millions to regurgitate the same PowerPoint deck they used for the last 20 years.
McKinsey’s cost-reduction strategies commonly include:
Labor arbitrage: Moving work from higher-cost countries, including the US, to lower-cost locations such as India and the Philippines.
Organizational delayering: Eliminating management layers and increasing the number of employees reporting to each manager.
Role consolidation: Combining overlapping functions and eliminating redundant positions.
Automation: Using AI and other technologies to reduce labor requirements.
Global capability centers: Centralizing analytics, technology, and operational support in lower-cost locations.
McKinsey has a significant presence in India, including offices in Mumbai, Delhi, Bengaluru, Chennai, and other cities. Given that Cigna has brought McKinsey in during a period of anticipated restructuring, there’s an important distinction.
McKinsey’s Indian workforce doesn’t necessarily indicate that it will recommend offshoring jobs to India. However, McKinsey does advise companies on global operating models, labor costs, outsourcing, and organizational restructuring.
We’re sc--wed
@d2 I'm with ya. I'm ready bring it on!!!
@jq And McKinsey will probably be hired be the new board in a few years to put this humpty dumpy a-s company back together again.
Arson, meet firefighter!
Cigna has a huge problem with useless management and directors who know how to talk but don’t know how to do work.
@hq
“You’re saying McKinsey will determine layoff candidates?”
I’m not just saying it.
I’m telling you in a 100% factual manner that this is how it will be as the wheels are already in motion.
In a bit of irony; McKinsey laid off around 2K of their own employees back in August.
@dt in operational savings so broader than just salary
@hh Which just leads to layoffs. This company is absolutely clueless!
@hq This ELT is so godda-n d-mb. They don’t understand work so they outsource it. They don’t understand how to lead so they outsource that, too.
You’re saying McKinsey will determine layoff candidates?
McKinsey typically approaches layoffs very differently from how your immediate manager would. They evaluate positions, costs, organizational structure, and business value before they evaluate individual employees.
McKinsey consultants
@hh who provides the list of layoff candidates?
Our SVP mentioned we are safe until through the end of this year. Time will tell
It seems to never end. It’s such a stressful situation for the people who work here. It’s been so hard to find a new job to get out of this toxic environment. I pray for all employees.
Tomorrow’s announcement is only org changes.
Layoff candidates and manager changes are still being evaluated and that info will be conveyed in February.
It will likely be email followed by team meetings.
Will team meetings be scheduled or will the communication come via email?
its to flatten the organization. Expect impact to be felt most in high band 4 and band 5. Keep hiring those Indians though.
@er is it about layoffs?
The comments on here about Monday are absolutely true.
@dt The 3 billion savings was previously announced to the street as happening between now and 2030.... this is the start of that goal. Remove layers, use AI, offshore. Sadly this is the pathway to one.
@dc Are they going to announce the layoffs coming in Feb 2027? 3 billion savings on salaries for one year? That is the salary for approximately 30,000 of jobs
@da that’s for sure