I think I just witnessed corporate amnesia in real time. 😂
Last year, our 🐭 Associate VP went on a full-blown rant about nurses transferring members to Pharmacy without first telling the member what was happening.
We were essentially told:
“You need to explain the transfer and give the member a choice!”
Okay. Message received. We followed the guidance.
Fast-forward to 2026… 🍿
Apparently, that guidance has been deleted from the corporate memory.
Now we're being told we are expected to transfer EVERY member to Pharmacy. No asking if they'd like to be transferred. No giving them an option. Just… transfer them.
And if you don't?
Coaching.
Keep not doing it?
PIP.
So I'm a little confused.
🐭 Associate VP — 2025:
“Why are nurses transferring members without telling them?! They need to KNOW and have a CHOICE!” 😡
🐭 Associate VP — 2026:
“Why aren't you transferring every member?! Don't ask them—just transfer them!” 😡
Nurses:
“Wait… 🐭, didn't YOU literally spend last year telling us NOT to do this?” 🤔
Management:
“That was then. This is now.”
Nurses:
“So what changed?”
Management:
“Our metrics.” 📈
But wait… there's more! 😂
No raises for existing employees this year.
Meanwhile, we're hiring new people into the same positions at salaries higher than what current employees are making.
So apparently the message to the people who have been here, doing the job, taking on more work and meeting the metrics is:
“Thanks for your loyalty. Here's your $0 raise.” 💰
And the message to new hires is:
“Welcome! Here's more money than we're willing to give the people already doing the job!” 🤡
Nothing says “we value our employees” quite like paying new hires more while telling existing employees there isn't money for raises.
So we've got:
🐭 Contradictory leadership
📞 Mandatory transfers that used to be frowned upon
📋 Coaching/PIPs if you don't comply
💰 $0 raises
👋 New hires making more than existing employees
But wait… the Associate Engagement Survey is coming up in a few weeks! 🎉
So when that survey lands, please take the opportunity to let management know what you actually think.
If you're frustrated with the constant changes, lack of raises, pay compression, unrealistic expectations, or the threat of coaching/PIPs for not following the latest directive, say it.
Because apparently the only thing management hasn't changed yet is the survey. 😂
Maybe this year's employee engagement score will finally tell them what the employees have been trying to tell them all along
peak up. Be honest. Use the survey.
And remember:
Your 🐭 Associate VP may have corporate amnesia… but hopefully the engagement survey has a memory. 🤣
8 replies (most recent on top)
@js I think 🐭 is also getting confused between MOP and PDMR. They have pretty much told us to get people over for PDMR without giving them an option.
As long as the 🐭is in a position of authority, this flip flopping will continue. He is everything that is broken in corporate America and more but yes men always get ahead. It’s a well known fact that everyone needs to steer clear of SNP.
Are you taking about MOP or PDMR?
I have not heard this about every member must go to CW or coaching/PIP. I just understood it should be offered? Hope what you are saying is not the case!
This is interesting because when I worked for SNP several years ago the transfer to pharmacy was initiated and we were told to transfer everyone then. We were supposed to talk them into being transferred and if they declined the call when sent over with pharmacy, it was still deemed a successful transfer by the nurse so we got credit for that. So that must have changed at some point, then changed back. Glad SNP remains as ridiculous as ever.
Unfortunately, this is the norm in a corporation where senior leadership (VP and above) keeps changing. Every time a new person is hired in the C-Suite or SVP level, they slowly replace those under them with their 'yes men' from previous employment who were loyal to them. And those people just want to make their mark and climb the ladder, so whatever the last person was doing had to be wrong or inefficient. And the cycle continues. This happens in IT frequently.
👏👏👏 THIS.
And the funniest part is that none of us are confused because things “changed.” We work in healthcare. Things change constantly.
We’re frustrated because leadership keeps presenting each new directive as though it is some deeply held principle… right up until the metric changes.
Last year:
🐭 “Members deserve to understand what is happening and have a choice.”
This year:
🐭 “Transfer them. Every one of them. And if you don’t, we’ll coach you.”
Apparently member choice has a very short shelf life when there’s a dashboard involved. 📊🍿
And lets be real about why these transfers suddenly matter so much.
If the $285 figure we’ve been hearing is accurate, and Humana is receiving around $285 connected to these pharmacy transfers, then can we please stop pretending this sudden obsession is about patient safety?
Is there a patient safety component? Sure. Pharmacy involvement can absolutely benefit members and I dont think anyone is arguing that.
But you’re not threatening nurses with coaching and PIPs because you suddenly discovered pharmacists are helpful. 😂
When EVERY member suddenly needs to be transferred, whether they asked for it or not, and employee discipline is attached to getting that transfer done. yeah, people are going to notice there is money attached to it too.
Just call it what it is.
Because THAT is what destroys employee trust.
You cannot repeatedly tell nurses something is about “putting the member first,” then reverse course and attach coaching and PIPs to it when the business priority changes, and somehow expect everybody to not notice.
We notice.
We also notice when experienced nurses are told there is no money for raises while being asked to train newly hired nurses with less overall nursing experience who are coming in making more money. Do we look like clowns?🤡 Am I wearing a big red nose and floppy shoes? I do drive a tiny car and I like balloons.
That isn’t an employee being “negative.” Thats PAY COMPRESSION, and it sends a pretty clear message about how institutional knowledge and loyalty is valued.
Then leadership wonders why engagement drops.
Maybe the problem wasn’t that employees stopped being engaged. Maybe employees became VERY engaged and started paying attention. 👀 Maybe they started talking to one another.
Definitely complete the engagement survey.
And save your screenshots. Corporate memory may be short, but ours doesn’t have to be.
Truly is amazing how backwards Humana and their leadership can be.
Also, without fully understanding what “moving members to pharmacy without asking them,” sounds like some laws are being broken. And if the pharmacies are owned by Humana, then a definite conflict of interest.
Years ago, ServiceFund department, within Humana, tried doing something similar by auto moving or “steering” members to Centerwell, I very respectfully called thenM out on that on a team call that my VP and Director were on. They told me that the strategy was coming from above and that “I didn’t know what I was talking about.”
After that, I had a target on my back and was constantly demeaned, and starved of work, until I finally ended up quitting after a last straw occurred where the night before my associate director called me drunk at 10pm and cussed and yelled at me.
Anyway, good luck to you and your team because Humana no longer has any integrity.