You have to be part of the change to the culture

Someone texted me and called my attention to these thread this morning and in reading these comments I am deeply saddened and share in all of your frustration. I can echo some of your sentiment, but also urge and challenge you to do the following:

Raise your hand in the town halls and CEO/CIO all hands and ask the hard questions - hold them accountable and be relentless until you get a solid response. What you are feeling is real and needs to be addressed.
Open HR/Compliance investigations by indicating there is a hostile work environment - be fact based and objective.
It's a glass house, so be careful, but don't be afraid to raise legitimate concerns via the correct channels. Venting online is great, but it doesn't do much for change in the environment.
Take time off, reset, learn what is important and focus on the good things in life. Hint: It's not work and certainly not CareFirst!
Be prepared to leave if CareFirst is not for you! It's hard, the market is pretty bad right now, but in time, leave and go to a place you feel like the culture and such suits you. The goods ones leave and the bad ones stay! Too many are really good at "hiding" and "surviving" ... is that where you want to really be?

Times will improve, things will get better, but you have to be part of the change to the culture!

Originally written by @coic+16RKoN22, it needed to be bumped up top.

Comment! It's anonymous!

6 replies (most recent on top)

Brian is setting the company up to sell down the road.

what if the investigation leads to no action against the person? now they know who accused them. if you work for them, your career is hurt. it's a culture problem.

"alter their processes is like asking them to cut off their own arm"
so tru

CareFirst is done as a company. It may take years to wind down, but it’s done. The whole concept of “blues” is antiquated when they don’t work together and operate independently with no interoperability among them. Extinction is coming.

Wholeheartedly agree with this last comment. Remember BDP wants to cut 20% of the workforce. It’s all ego petting right about now. People need to walk out for a couple of days.

Change in culture MUST come from the top down! To be a part of culture change, support from your leadership is critical. This site does not represent venting, it represents the lack of leadership to communicate during change and transformation. This lack of communication Is a major element leading to the hostile work environment. What you see in these threads is people reaching out because they have no direction or information while their peers are cut and processes are orphaned. You reach out to anyone who will listen without fear of repercussions when your leadership ignores you. Right now the culture is do not communicate, maintain fear and threats. People get behind leaders when they lead. As for ethics and compliance, what is that department doing? There should be checks and balances running all the time. Who is watching, evaluating and monitoring CIO decisions and the questionable ethics of appointing leaders under him? How do people with no experience and skills get appointed positions they are clearly unqualified for? It all hurts the company and subscribers. You think it is going to get better? Not until leadership changes the culture, opens communication or moves on.

If anyone from HR ever reads, please start acknowledging the contributions of people who are struggling to get change done on the front lines.

Getting people to alter their processes is like asking them to cut off their own arm and no offense, but talking about change on all employee calls don't seem to have any actual tangible effects on the company. It's still a nightmare getting very basic things done at CF.

Thread regarding CareFirst BlueCross BlueShield layoffs

You have to be part of the change to the culture

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