Thread regarding Humana Inc. layoffs

Why would you want to d-mb down Ai.... Fixing it to act at AD and Director level would leave 99% of it's ability on the table.

In Centerwell Home Health, not only is the hierarchy below correct, but there are also MEQ, MEC and an RDOO that the Branch Director has to answer to. 3 bosses, 3x more meetings. More middle managers that do nothing but complain that work isn't getting done (most of which can't even do any job in the branch). Why not cut out some of those people that are totally unnecessary and give the branch more employees? Until that happens, their metrics will never be met.

Corporations want slaves. The only thing (albeit imperfect) that stands in the way of this is the government. The 401k "match" is a great example. The match is a legal loophole that allows executives to invest more via "safe harbor" rules. If they didn't match there would be zero reason to even offer it. They will outsource, cut anyone and everything to save themselves then wind up being sold out at the end for the glorious merger of monopoly.

Humana’s structure is a textbook example of management bloat. Here’s the actual hierarchy most employees deal with in practice (real-world, not the sanitized org chart):

1. Associate
2. Senior Associate / Specialist/ front line
3. Manager
4. Senior Manager
5. Associate Director
6. Director
7. Senior Director
8. Executive Director / AVP
9. Vice President
10. Senior Vice President
11. Market President / Segment President / C-suite
    That’s 8–11 layers from frontline worker to CEO, depending on the business unit. In many departments (especially IT, Operations, and Medicare Risk Adjustment), you’ll have both an Associate Director AND a Director sitting on top of the same 20–40 people. Their roles overlap so much that employees routinely say things like:
    • “My Associate Director and Director literally attend the same meetings and approve the same things.”
    • “We have to get sign-off from 7 different directors just to change a workflow.”
    • “Half these people manage no one; they just have the title so Humana can pay them more without giving them real authority.”
    The worst part? When layoffs hit (2023–2025 waves), they almost always protect these mid-to-upper management layers while cutting frontline associates and individual contributors. Classic “trim the muscle, keep the fat” move.