On a town hall meeting with Susan Smith. She has just said there will be more changes reductions. Humana is continuing to try and cut waste. I think no one is safe from the possibility of being let go. Good luck everyone.
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What are P2s?
They don’t pay customer service reps enough to “clean up customer service”. CSRs don’t stick around long enough to gain the knowledge they need. How about clean up the back end processes that cause providers and members to contact humana? Lazy P2s and senior professionals who never are held accountable for their major mistakes are the ones who need to be cleaned up in my opinion. I hope that happens for Customer service’s sake.
Below poster, I don't hate my job. Why waste your time staying here if you hate it so bad? Go find something you are passionate about. With the attitude you have, I doubt you are doing a very good job. Life is short, leave now don't wait.
Such drama. None of this matter. The important thing to Humana is keeping the investors happy. You are an expense, you are a liability, you are expendable. The American Dream. Suffer long and hard to maintain Health Care and 401k. Tied to the company you hate. Like a bad partner who keeps abusing you, you hope for the day the behavior changes. It Won't.
Why do abusive couples stay together? Financial and emotional security and a lack of confidence in the abused. Think about it. I dislike what they have turned me into....
Below poster, THANK YOU! Yes! Such issues with the members frustration, and our frustration with that front end….how many times have you hung up the call, to call back and get a different answer? And, the fact some can’t be heard, some are rude, some are even condescending that YOU called with a member for info! But, I think that’s part of the difference with the nurses and social workers and the whole mess of the RIF. Some of us are invested in the job. For whatever reason, we are invested…the members, our pay, our health insurance, our retirement, and it’s a personal investment and, for whatever reason, we see our “partner” that we are invested in, giving to, trying to meet the needs of- Humana, not invested in us, because they’re goals are different. It’s one big dysfunctional relationship….he’s just not that into you, as the title of the book goes. One thing we forget, in the times of RIF, are the stages of grief…we are going through Kubler-Ross right now…denial, anger, bargaining, depression, acceptance….until we start dealing with the emotional toll of the context of a relationship breakdown, we are always going to be stuck. And, this comes from a therapist I have started to see via the EAP due to stress and coping….and it made a whole bunch of sense. I could see myself without those stages and my investment in my relationship with my role and Humana and how frustrated and powerless I felt with those around me making decisions that impacted me that had nothing to do with me.
If you want to improve Humana experiences for members as whole, clean up customer service departments. They are not well versed on benefits, procedures, medical terminology, or basic medication knowledge. Properly train them. Make them act respectful, quit with the mumbling and huffing in the phone. Audit their calls. Make them keep their kids quiet in the background. Quit outsourcing to places that the can't communicate basic answers. Member's leave Humana 1) for denials of goods/service. 2) terrible customer service. Quarenteed. The nursing and social services dept only bring out the BEST in Humana.
My wish is that Humana would stop being the “layoff company” and realize that their employees that have some experience are worth keeping. Constant reorganization and restructuring only ki--s our morale and makes it very difficult to ever do our jobs well. It takes time to be skilled at the new way of doing things and processes, but they change everything so often that our heads just spin. We all just want to be less micromanaged, appreciated, and feel we have a future. Most unstable place I have ever worked in.
Guys, guys, be reasonable their still deciding who among their friends they can make the case for.
Being seasoned mid-career professionals as you are means it takes time to:
*Reduce ones work to entry level, then later stating you under-deliver as a result of doing what's been delegated to you.
*Or being asked to do something extremely beyond your role, a brain surgeon isn't a rocket scientist with zero level of knowledge transfer.
*While solo'ing information pertinent to your actual duties.
*As you try to resolve it by leading in a way that's succinct with humana's values you get the sense that its act of disloyalty to anyone trying to bury you (they'll be consequences!).
*So they can pull rank of your leadership, who ignore you when you surface those barriers, because they don't have enough political pull or courage.
It takes time to destroy credibility of producers so other, valuable friends can be stood up.
Our eventual lay offs are coming, you've just got to give them time to destroy your credibility and try to gaslight you based on insecurities and mind games.
When you've been rendered apathetic, or "quiet-quitting", that's when they'll hit ya. Because after all, how could you not be rendered apathetic under the circumstances?
If only you had the energy to interview in a network where no one knows you & politics are hopefully a bit different?
How you know it's happening if the same people are stood up for accolades every time is bigger forums & and that doesn't include you, ever (except for benign conversations, small conversations or lesser valuable acknowledgements).
Or your boss makes you take a defensive stance in pretending what's happening isn't happening (please explain?).
Now go be the best note-taker ever! And don't forget, when you see someone being the "note taker" , that's how you know it's happened to them too.
If there is gonna be RIFs, bring it on now. I would like to enjoy the last month of summer. 😂😂😂
They are probably coming in October. Happy holidays the Humana way
The problem is that worker bees aren't waste per management's ideal thought. The organization is so poorly run that it's actually the management that needs to be to be laid off and do you think they're going to say that and continue cutting all THAT fat? LOL, no way! They need their bonuses and have to send their kids to ivy league schools in the fall.
Totally agree with the constant change approach being a problem. People can die of whip lash (look at instant death in plane crashes). And the amount we're getting here on a daily basis - surprised we still ahve our heads connected!
They want us to "have grace" for them, yet they don't care about our physical, emotional or financial health. That's funny. I wish they would just pull off the band-aid and layoff half the company already for their billion dollars.
This meeting has made me feel so much worse and insecure. Pretty much said to hurry up and wait to get laid off.
Changes are made so fast, they have zero data to show what works and what does not work. This strategy of constant change is not beneficial to anyone.