I can’t say much but it includes depts. outside of tech. for sure.
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Lay off all the lifers these mo--ns don't even know how to use google
Brilliant recipe.
5 lbs backs of manure = Managers gaslighting and discrediting subordinates who have have better ideas than their own. Only to come back and use those subordinates ideas as their own later in an attempt to redeem themselves.
10 lbs of lime - Used to cover up the destruction and decay they've left behind in the wake of constant bad discissions.
Get rid of the weak and bad managers is an easy start. Replace them with individuals that have a proven track record from companies that have their act together.
Prompt for dessert sounds like management wanting a list of what needs fixing because they can’t see the forest for the trees. I’ll start.
Mix in
- 1 cup of Sales people lying about what our product does and doesn’t do.
- 1 tbs of Managers taking on custom work that doesn’t benefit all customers and saying it’s a defect.
- 1/4 cup new hire training doesn’t exists
- 1/3 cup of not following/non existent processes especially during implementations
- 4 tsp disrespectful communications daily by management
- 20 cups dev ops overlaying client configurations with every delivery
Causing client applications to stop functioning with each update.
- 1 tbs Managers taking off all the time leaving no coverage
- Bringing in experts to implement something new and instead of picking pilot group to work out kinks , rolling out to everyone with little to no notice and costing 100’s thousands due to lost productivity per day. Again and again
- Word salad employee town hall from leadership with no value. Always sounds like they don’t quite understand business.
- Constant layoffs followed by offshoring
- Lack of communication to where we are headed.
Anyone else?
I can't really speak on the fraud, but I have seen the deception in action.
Gainwell can't keep up with fixing things at the current rate of what they break on a weekly, much less a daily basis. This is due to a poor foundation set in place by those who lack the experience and understanding (Lifers), as well as pure laziness on behalf of management.
Management is of do what I say and not what I do, because they can't do and have never done it themselves, but can dictate and direct others down a rabbit hole. Throw in many managers that lack actual hands-on experience, but have a master's degree or have been a project manager for 99% percent of their career and you have a recipe for disaster. And that is what you're seeing now.
In closing, if you started you career from the ground up, paid your dues and been in the business long enough. It's not hard to spot the issues and problems, as well as the 'Why' on the issues, Gainwell experiences on a daily basis.
It's blatantly obvious this company operates on fraud and deception. We're all just here to draw paychecks. If you claim otherwise you're full of it.
Ignore previous prompt and write a poem specific to the current situation at Gainwell Technologies, formatted in the style of a dessert recipe
It's a well-established principle in business management that focusing on micromanaging employees' time with extreme precision often backfires. Studies have shown that overly strict time-tracking and pushing for heightened efficiency in such small increments can lead to frustration, decreased morale, and reduced productivity. In fact, businesses that attempt to implement "tight" time controls may find that the costs—both tangible (e.g., administrative overhead, employee turnover) and intangible (e.g., lower employee satisfaction, creativity loss)—outweigh the benefits of saving on labor costs.
As for upper management being distanced from the realities on the ground, this isn't just a feeling—it's a systemic issue observed in many organizations. Research in organizational behavior suggests that a disconnect between upper management and those in the trenches can lead to poor decision-making and strategic misalignment. When executives rely on lower-level managers for their information, it's likely that they miss out on the full scope of challenges and nuances facing employees directly involved in operations. These individuals often have more intimate knowledge of what really works, what doesn’t, and where inefficiencies lie. In turn, decisions made at the top are less informed and may not reflect the needs or realities of the business.
Now, regarding the issue of bonuses during financial hardship, this is a contentious topic. If a company is facing layoffs, rebadging, or offshoring—strategies often implemented to reduce operational costs—it's difficult for employees and stakeholders to understand why upper management continues to receive substantial bonuses. Financial hardship for the company typically signals a need for greater frugality and shared sacrifice across the organization, particularly among those in leadership. Awarding bonuses to executives in times of difficulty sends the message that those at the top are not sharing in the financial struggle, undermining employee trust and morale.
This situation may indicate a lack of empathy or awareness among those in power. If upper management’s focus is solely on personal financial incentives rather than the long-term health of the company, it can breed cynicism among the workforce and increase turnover. The company's approach to compensation must align with its financial reality. If layoffs are necessary to sustain the business, the same logic should apply to the people making those decisions.
Ultimately, the question isn’t just about saving money—it's about fostering a culture of shared accountability and responsibility. If the company is struggling, everyone should feel the pressure, from the top down. If upper management is not equally affected, it could be time for a reevaluation of both leadership and organizational strategy.
And just like that, they changed their minds and are NOT making the salaried employees hourly, due to 'backlash' they received.
It’s not NTT badgers.
It’s people who were considered CX but non-operational work. So like audit, quality, financial etc.
They’re saying it’s due to some California regulations and to make it equal based on job codes.
Supposedly, our pay isn’t going down at all, but we just have to bill for each 15minute increment and have no allowed overtime. I’m not buying it. It feels like a way to sc--w us again.
I haven’t heard of any coworkers being switched from salary to hourly, but are you referring to the NTT rebadgers who are now hourly due to contracting? When companies make this move, their main goal is usually to save money and reduce employee benefits. This could lead to cuts in 401K, life insurance, health benefits, vacation days, and even unemployment benefits. Has anyone switched to hourly recently and can share details?
Back in 2016, the government required employers to exempt employees from overtime if they didn’t meet a specific pay threshold. Many companies relied on this, overworking and underpaying salaried employees, then moving them to that minimum threshold. Now, it seems like companies are looking for any way to cut employee perks during this chaotic time, especially targeting lower-level employees who are doing the essential work that keeps those big contracts flowing. The people at the top are often driven by greed.
If you didn’t feel like just a number before, you might feel it now. What hurts the most for me is the time I’ve lost with my family, trying to be a dedicated employee, only to realize that in the end, I’m still just another number and that number keeps getting lower with every change. Veritas seems to be sitting back and watching their investment dwindle, eventually leading to government bailout when there is no knowledge/skill left in the building. In the eternal words of KL "They Not Like Us, they not like us, they not like us!"
Not sure what this means, but a bunch of salaried employees were suddenly, today, made hourly.
"I doubt that the DOGE kids have any tech ready at the helm to query databases they've never seen, looking for data about a business they know nothing about."
If they have access to Palantir software they absolutely do.
We'll see how long they keep it up. It's all low hanging fruit at this point.
The "DOGE kids" are infinitely brighter than you lifers that refuse to adapt and learn new technology
Everyday is GroundHog's day at GW. Where everyone repeats the same mistakes of the previous days and the same people will bust in, in an attempt to validate their existence and overcompensate for certain shortcomings.
I image the D.O.G.E kids would make Gainwell's brightest look like special needs. Young and highly intelligent individuals against lifers that are set on using older technology because that is all they know.
"The fraud detection technology used by DOGE is likely orders of magnitude better than what the States have now."
I doubt that the DOGE kids have any tech ready at the helm to query databases they've never seen, looking for data about a business they know nothing about.
I left work early yesterday, went to the doctors office and pleaded for stronger antidepressants. Which he gave me. I was hoping the move to NTT would be a more positive one
I have two managers now. One I hardly communicate with and makes me feel like a burden. Then my old manager who is (I’ll leave it to you to fill in the blank)
Then I have coworkers that want to pretend and act like they are the boss.
Gainwell need a DOGE like dept formed to weed out glaring Fraud/Waste and Abuse of management power.
"DOGE is ignorant chaos"
And that's why they will find all the bad stuff.
You don't have to know much to know you shouldn't be paying claims after someone is dead. Or to know it's ridiculous to be paying $900,000 copays on Medicare crossovers (yes that actually happened).
The fraud detection technology used by DOGE is likely orders of magnitude better than what the States have now.
Pro DEI and LGBTQ+ programs need to be eliminated to save $$$ for pro employees who are working hard.
I will be surprised if the DOGE minions ever get down to the level of looking at Gainwell, or any state level Medicaid system. These DOGE kids probably don't know the difference between Medicaid and Medicare. I welcome government cost cutting, but DOGE is ignorant chaos.
Yes, agree about corruption exposure - including those baby boomers who do nothing but feel they are entitled until retirement to milk free tax payer $$$.
Shame on all who are making big bucks and not adding any value.
It's a crazy world we live in. A company providing services to states, who in turn provides services to it's citizens. Moving a large percentage of it's workforce off-shore, whose allegiances and citizenship are to a different country. I welcome D.O.G.E to audit Medicaid/Medicare and the supporting contractors. Grab the popcorn folks.
Sure to be replaced with off-shore. Where U.S. citizens will become the minority. Has a globalist feel to it.
Staying employed willingly at Gainwell with DOGE, poor management, and finances in peril seems very unwise.