Anybody else starting to feel like Humana is trying to avoid layoffs and paying severance by drawing this out and getting people to leave on their own? If they are, it seems to be working perfectly. Just check out some of the threads on this forum, people seem to be leaving in droves on their own. Do you believe they would really stoop that low? I do, to be honest.
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Yes, about money for the company. However, as more layoffs loom, some upper management took a hefty early retirement with HAH last Spring. (They knew what was ahead) Plus, the main dude sure took in a great bonus I hear, despite a failed merger. They do not care about us, just can't wait to be rid of the company as soon as a new job comes along. Prayers for the affected this week or in the near future.
Exactly. 3hqi. In the middle of a discussion where lack of leadership seems to be the concern, it is a straw man argument to say "layoffs are needed for business reasons." Well, yeah. We get that. But are p--s poor communication, leading to eroding trust and conflicting messages also needed?
There are a ton of responses on this thread, but I really don't see anyone on this thread questioning the need for the layoffs in and of themselves. Most people understand it is business.
The frustration seems to be with inconsistency of leadership, unclear policies, wildly varying messages from one leader to another, associates trying to make sense out of changing but poorly communicated expectations, sudden changes in management approach, poor overall communication and too much grey area. The job insecurity is the cherry on top, but in general, most understand RIF is business.
@OVE0ruv-3oxh You want it both ways? If the members get fewer calls they need fewer people to do those calls. The reason for all of these layoff's is simple. Humana was not saving enough money. I have seen other posters here complaining that what we do is unethical, just draining money from members of the Government. Which is is it?
"The ability that adjust hours depends on member need."
So what if all that your members ever need lately, is to stop getting so many phone calls with intrusive surveys every week from Humana?
Some consistency of policy would be preferable to all of this sporadic, poorly communicated inconsistency.
To the person looking for a flex time policy don't waste your time. Flex time is not recognized by HR. There is no policy for it. The words do not exist in HR. The ability to adjust hours is dependent t in member need.
I'm in hccp. And we're getting the quality review calls, have been for almost a year
Yes, it was announced no more layoffs in April, but, in December 2016 we were told how wonderful we were doing and SNP will expand, etc...then layoffs began. Also to answer another poster, yes, there is still a quality review team, and they have metrics too. I think they only do SNP calls though. The focus will change for call reviews going forward I heard as well.
Well we are seeing a lot of people that are lacking self-awareness 😔. Remember we're talking about a company that told everyone no more planned layoffs for 2017 in April
I agree, or maybe the coach wasn't doing their job effectively, and their COM is telling them to step up and things are rolling from that. Either way, negative isn't the way to go
Let's be honest. You are lacking in self awareness if you decide to change your management style just before a round of layoffs, especially if trying on a negative/punitive style for size. At best, your reports will view the change as your way of cracking from the stress. At worst, they will naturally begin to wonder if there isn't some push from leadership to save the company on severance by targeting associates.
I think the point was that the tones and approaches have changed for some once the impending layoffs were announced. If it were a consistent approach, it would be perceived as the status quo, but being out of the blue, it is being perceived as possibly a poor reaction to stress or maybe even something more questionable, related to upcoming layoffs.
Hi, there are threats, and there is supervision. It is not a threat to say if you don't meet standards, there will be counseling or a plan to improve. If the coach is using a negative approach to get the team to the changing metrics, that's wrong. But the coach is telling you the changes and the consequences if they aren't met. I don't think that's a threat...a bad approach, but not a threat. The coach is well within their role of coaching to use counseling and plans...maybe it is coming from higher up that the coach needs to show accountability for the team and the numbers and the issues were addressed...but I don't think being told you're getting a write up for not meeting job performance standards (as ever changing and crazy as they are) is a threat. They are telling you the standard and the expectation and possible consequence.
@OVE0ruv-1rte There is no way this comes from the Directors. All of these threats are being made by bad managers who don't know how to manage and are running around in chaos. Call HR if you have been threatened.
I would have a tough time believing that entire teams are deserving of threats. I don't see any posts here from individuals who say they were personally/individually targetted, just the whole team as a group.
I am a leader, too...and before you assume that there is pressure from above, is the PIP valid or deserved? Is the FC based on something valid? If not, then, that's an issue, but before you move forward, make sure your ducks are in a row, and your FC or PIPs are not based on some issue with your performance.
Below poster- I too am a leader and this not coming from your COM or your Coach, it comes from Director level and up.
The coaches are trying to scare the best performance out of you possible to make them look better to the coms. The coaches and coms jobs are on the line also in this cut and so of course they are panicking as well. Luckily my current coach hasn't been doing this to our team but my last 2 did before layoffs because they were panicked about losing there job also. Good luck next week everyone.
From my own experience, when I applied for my role, I knew nothing about it and thought "personal health coach" meant people would be calling for support with being healthy, and that sounded great! When I found out we had to call them, I asked in my interview, "what if you have a day where people just don't want to answer the phone?' The interviewer said, "of course your coach will understand - everyone has a bad day!" I will always remember that because it was such BS. I hope original poster doesn't mind me copying and pasting this from another thread, but I thought it was relevant:
"I know from having previous discussions with a coach friend of mine, she had always mentioned how leadership looked for patterns with not meeting metrics and decisions were based on that as far as how FC and PIP's were given. As of late, it seems all previous procedures have been thrown out the window and are now being replaced as they see fit. Having an off, bad week now seems reason enough to evoke these types of actions or threats coming from above the coaches. Not sure if this is a scare tactic as a final push to boost metrics, or some sort of formal documentation paper trail to deny someone severance...or both? I can't put anything savage past this organization at this point. Brick by brick, they've torn even the best, most loyal associates down."
This is interesting because our coach, who never mentioned PIPs before, has recently told us "they want us to use action plans, coaching and PIPS more," although coach did not clarify who "they" is, I am guessing COM and not HR, but I just don't know.
It does NOT sound like the same coach as previous poster because flex time was not mentioned, however we have been receiving emails to the team out of nowhere, focusing on specific metrics and threatening formal coaching. I will not put initials here as I get the feeling the coach is being pressured from someone higher, and I would never drag anyone through the mud.
Maybe multiple teams are seeing this? If so, there is a push coming from somewhere, and being so close to a layoff, the question becomes why? Why this change in tone and tactics just before a layoff?
Some associates do not respond well to a punitive environment, and performance suffers due to morale drop/disengagement.
Feeling very thankful for having an amazing coach throughout all of this. Don't get me wrong we are still expected to meet/exceed expectations but nothing has changed since the layoff news was dropped on us 4 weeks ago today. I'm sorry some of y'all are going through that! Below poster is right...call HR and express your concerns and ask questions about policies!
@OVE0ruv-1xsh is right call HR.
Please call. HR and tell them you feel harassed and threatened, explain and show the emails. Ask for written guidance on the flex time policy. Tell them you are aware there are layoffs coming and the coach is pressuring people to leave to avoid severance and the team is afraid to say anything for fear of retaliation. I am a leader. Trust me. Do this
There not done using us to close out all our members yet. Wish they would just auto close them and tell us who's getting a pink slip before we all have a massive heart attack or get locked in the mental hospital from undue stress.
What's the general consensus about why this is dragging out so long? Malice or incompetence? Anybody know what leadership is telling the coaches, if anything?
OP you are right, so many have quit! But not just since the layoff announcement a month ago, really since the first layoff, and as micromanagement started to really rear its ugly head over so many of us. The combination of job insecurity and the shift to micromanagement has many jumping ship.
name the coach who is making threats... first and last initials. is it a phc coach?
Is there still a quality review team or are leaders reviewing calls now? Or both?
I can't concentrate. I just got my first call review below 90%. I've lost all the members I have built a relationship with. I have new members on their third or forth PHC that are now being exited. I am making follow up plans with member not graduating but I probably won't be here in 3 months. I can't find any meaning in this work under these conditions. Additional pressure for good call quality is ridiculous. Tell me that the program will exist in three months so I don't feel like I am lying through my teeth. Tell me member rosters will be stable so that I can be genuine about placating members that have been shuffled. Just AHHHHHHHHHHHHHHHHHHHHHH!!
Thanks! We will. Everything has been positive for years now our entire team can't do anything right. I need to find the policy on flex time as well, because it seems to change every week and now we are being penalized for ever having used some.
Print out Everything! Print out all of your emails for the last year. Anything that shows you excelling; emails of praise, emails that show solid performance. Get a timeline going. Print out your reviews and your activity summary for as far back as the program will let you. Print out your MPS's and all other documentation that shows productivity. Then print out ALL of the emails that you are getting threatening you with PIPs. Also, print out documents that show all the different Metric's that were being used over the last 1-2 years, anything that shows inconsistency on the part of management, Print it out!! If you somehow lose your severance, file a suit.
Better call Saul.
May be time to get a lawyer
So is threatening entire teams with PIPS or treating employees like garbage part of this genius corporate money saving strategy?
Most companies will inform the employees about an impending layoffs for this exact reason. A large number of people will find jobs elsewhere before the layoffs and just resign. It is, unfortunately, a strategy that is often used, and not just by Humana.
Yes, two posts down, maybe we are on the same team! I had never even hear of a PIP, and now we are receiving emails every day, the whole team being threatened. Metrics, are we using any flex time, taking sick days, our call time, our mdats, hedis, anything she can come up with at this point to threaten us over. Is this supposed to improve performance? Treating us like cr-p? I have worked so hard for years and this is how they treat me now?
I think we're at the point where it no longer feels like incompetence or poor planning and feels malicious.
My big question is how do we respond to this, how do we deal with it?
Because I absolutely cannot handle another month of this- heck even another week! But I have worked hard for this company and I deserve my severance.
Things have taken a turn on my team. Every day now, our coach is threatening the entire team with coaching, action plans, PIP - this is out of nowhere and it is a new metric every email, and the entire team is being threatened. This is unusual. Are they looking for ways to get rid of us first? Or is my coach just freaking out from the stress? Are other teams receiving threats?
Yes. I feel like that is the main reason Humana told us about this layoff. They didn't forewarn anyone of the last 2 and my guess is this one is bigger. They are probably hoping more quit or people stop working and get fired so they don't have to pay any more severance packages.