Since our team's integration with another team after our former manager's departure from Humana, we've had a new manager. Unfortunately, our current manager has not been very engaged with the team. For example, he rarely schedules team meetings (typically 2-4 times a year), and he often takes an excessive amount of time to reply to emails and team messages, or simply doesn't respond at all. Additionally, he frequently seems to be offline, possibly due to his residence near the beach, much like our CEO. As a result, our team members have had to take on an increased level of responsibility to manage our projects independently.
10 replies (most recent on top)
Know an AD that’s running four side businesses on Humana’s time. No show for meetings, doesn’t always complete mid-year reviews and doesn’t respond to team’s IMs. Could not do the job of her employees if she had a manual and a job aid. Absolute waste of a 120k base salary.
Call the ethics line, it’s anonymous and it may get eyes on a situation that is legitimately going on. But, Humana doesn’t like jumping lines of leadership. Maybe you could ask your lead why there aren’t monthly staff meetings, or why there was a change in their frequency. And, what is an “excessive “ amount of time to respond? Maybe you can ask if there is a SME on your team you can all reach out to if they aren’t available?
Both ideas are bad. Contact the Boss Tony Vitti for some constructive thinking
It’s not an ethical issue, it’s a judgement at this point, with no proof! The poster may not know the reason for things- is the lead in trainings? Doing audits? Health issues? Computer issues? Think weekly team meetings are a complete waste of time and communications are via email? Poster, please, blow up your world and put a huge target on your back for watching your leads actions and not watching your work.
@fqn+1lecx3uv Ethics complaints will get buried. Unless it's something the company is doing in breach of Medicare they won't act on it.
File an anonymous ethics complaint. That will get the ball rolling without putting you at risk.
Well, good for you, add it to your talent center what you have been responsible for….you don’t know what projects your leader is working on, or what their responsibilities are. Do your job and don’t make assumptions about others. Stay in your lane, as they say
No No you should not do that. HR is not your friend,; HR is not there for you. Also, never do an end run around a manager; it almost never works out in your favor.
Based on my +35 years of career experience, here is what you need to do: 1) keep your head down while you navigate through this situation knowing it won’t last forever…Or…2) leave, find another position (without burning bridges). Personally, I have used both methods.
Your work situation is an opportunity for growth.
Good luck. Peace.
Why? Why bother. You can only assume that his boss is aware. HR can't determine how people do their work. Also you have an attitude. Once you question if he is spending his day at the beach your argument goes out the window. If you are not being supported, given information about important things then MAYBE HR would be interested. At best HR would make his senior leadership aware of the concerns.
To neither, unless you can see his job description and prove he’s not doing his job and how that impacts your team or the members?