Cigna doesn't deserve your all.
9 replies (most recent on top)
This is not hitting only low performers. Some of the best employees I have ever work with have been JE'd. All of that knowledge is lost forever and they were hard workers who helped everyone.
Or your manager is liked. If they are not liked or respected they will not ask for their input.
Definitely has to do with whether your manager likes you or not.
I've been in leadership at Cigna the last 8 years so will do my best to give the leadership perspective. These things don't work the way you likely think they do. One of two things happens - we are sent a list from finance telling us who to let go, or we are told we have to get rid of a certain number of people and then work with others leaders our team supports to figure out who we can lose with minimal damage.
Now, if we can prove the value of our team or a particular employee we can usually fight and protect them. However, if you are coasting not only are we not protecting you we will suggest you be the one laid off. I learned this first hand when I was briefly laid off but multiple executives went to war to protect me and did (obviously) because I was viewed as a top performer and they could prove that.
Point of all of this being these layoffs come along more often than you think. More often than not your leaders can protect all or some of the people that we are being asked to let go and you never hear about them because they never materialize. It's an imperfect system and sometimes we have to let go of good people and it f'n su-ks but 99 times out of 100 layoffs are going to be aimed at the mediocre and low performers.
It's not a total get out of jail free card but being a good employee who is someone people like working with dramatically reduced your chances of being caught in a layoff. Personally, I'd recommend against coasting.
Nothing you do matters unless ur manager and team like you. If they don’t, they will just lie and blackball you till you quit or get fired. If you don’t believe that, you’ve probs been coddled and are liked by ur manager. IFP literally development is learning to lie for your supervisor to show your loyalty. Sometimes things aren’t what they seem and you need to be careful.
To the id--t who thinks it is only affecting the low and average performers I would maybe ask for some help off your high horse.
It more has to do with you manager than you think. If the manager is your personal friend of 20+ years you and your family get to stay. Even if you have little to no relevancy to the job at hand and have employees on you team that contributed NOTHING for 3 years.
My advice is to get any additional training or education you can now. Insist on 1x1 with managers. My last 1x1 was with 2 managers before the one who was clueless and contributing to my being let go. And that was in 2022. Make them write something so when the higher ups look (if they even do look or care) they know the ACTUAL contributions of the person they are cutting.
Or just be best friends with the manager and you get to stay. 🙄
Tell this nonsense to the entire IHPC line of business.
https://www.thelayoff.com/post/@ab+1jqgv5y21
Only low to average performers are being affected.
This is 100% untrue. We lost one of our best last time and that was not the first time.
The last two big staffing reductions where they have reduced 10-20% of FTEs were done based on rack and stack and merit by people who probably don't know you. Including the one next week. They just see your last merit and salary.
Only low to average performers are being affected.
If you want to do the bare minimum they'll let you go next round while keeping the high performers.