Thread regarding Humana Inc. layoffs

Well let me put it to you this way OP. HR will take your report. Then they call everyone on your team and ask, in your case, if they basically back up your claim or not. In the current atmosphere do you really think anyone is going to go on record saying something about the coach? NOPE. Because they need their jobs. So, if they don't get you with retaliation then nothing will change anyway because nobody is going to back you up and they will drop the complaint. Honestly, I don't see anything solid here anyway, mostly Miss Queen Bee boss and your own fear. Nothing actionable. I do however feel for you. Probably time to start heading out the door. It's not going to improve.

I don't see how helpful any of these recent posts are to the OP's question, although I agree with an earlier poster who suggested HR.

I don't see a single post where a nurse is saying they are better than anyone else, or where they are being callous about other positions and their situations.

Everyone is so quick to tell others what to do and say on this anonymous site. Keyboard warriors.

All about the nurses again even though they have not been laid off and continue to be recruited, I am sick and tired of the RN's thinking they are all that and more. Many of the people laid off were educated way beyond your pitiful level and frankly had a better work ethic than you could even imagine. Have some compassion for those who have actually lost jobs and for those who can't walk into another job because they don't hold you mythical unicorn qualification.

Your pay and the fact you're still employed is your acknowledgement. Humana owes is nothing more.

Has the high turnover of HCM's been forgotten? Did that not tell you something?

There is a difference between "work being checked" and being timed on a call and then berated for letting a member talk about her family for three minutes, instead of just interrogating with survey questions the entire call. There is a difference between "work being checked" and not being able to go to the doctor because two hours away would hurt numbers. There is a difference between "work being checked" and never being acknowledged for all that you do, but rather face constant negative criticism and pressure over minutiae.

There is no job in the world where your work is not being checked. The medical field is highly regulated and things were checked all the time. No one ever called it micro managing until I came here.

Below poster, I also worked for an employer who would tell me I was hired for a reason and they trusted me. I felt like an adult, not a child who needs to raise their hand for a hall pass. I only left my employer because we physically relocated when my spouse was promoted. I miss it.

I would be skeptical of any fear mongers on here who say every company is the same and being micromanaged and disrespected is par for the course. Just walk outside and talk with neighbors, friends - reach out to old colleagues who have left. Experiences vary, some employers do treat professionals with respect, and even foster an environment of trust and communication. It is toxic to work without respect, trust and communication.

When I was a case manager at a hospital, I was told to my face by my director that she trusted me 100%. Yes, I had worked and proved myself for a solid year to earn that trust. It doesn't matter how long any of us work for Humana, they will never trust us to do our jobs. They call audit us to death, we have to aux code out to go pee, they monitor every keystroke, IMs and monitor screens; it goes on and on. For those of us that were with Humana pre MF, know how much better it was then. And to get back on topic, the Coaches were happier!

Trust is earned not given out on graduation day with registration. You cant seriously try and compare what happens in WAH Telephonic with an hospital? Most hospitals I worked at were described as toxic by many of the nurses and if you want to work in a place thats run on the lowest possible number of staff and getting sent home because of a low census then go back.

To the poster speaking to low HCM/Coach ratio--excellent post! It's a good thing that the senior leadership at Humana isn't running a hospital because the RN's would never be trusted to take care of the patients! Wonder why Humana has such distrust? It didn't start until three years ago,imo. Prior to then, it was a wonderful place to work. I'm giving serious thought to leaving without having another job lined up just to get away from the distrustful and oppressive atmosphere. Hard to believe a company can want their employees to feel like most all of us do.

I guess my question to the coach that is justifying the existence of such a low coach/HCM ratio and all the work they do---is all your work necessary. Does it really improve the company; make for a better member experience; make money for Humana; lower HCM turnover and thus cost. Is it necessary to make certain that all calls are summarized at the end of each call; that the HCM needs to be monitored to see if they check each time when the best time is to call a member even though they have successfully contacted the member for 3 years; that the HCM needs to be checked to be sure care plan goals are in the right order; that HCM's with college degrees are so overly micromanaged. I have been a point person several times when my coach is gone. The only issues I have ever had are computer problems and someone calling in sick. I didn't have to find coverage for the sick person....just told the HCM covering VM's and alerts. When I was a head nurse in the hospital and had 45-50 nurses under me, I would have to cover my nurses when someone was sick; I would have to find a bed in the hospital when a trauma came in and the ICU unit was full; I would meet with family members for various reason. I mean I really do not think the jobs compare. Upper management should really look at the necessity of the low ratio and whether nurses with college degrees need to be so micromanaged.

Flex time for HCMs is non existent now. Like most all of Humana, it depends on the Coach you have. I work 50 hours a week too and I can't leave early today because I left an hour late yesterday. Why you ask? Because, though we have weekly metrics, leaving early will cause a dip in the daily metric and makes the team look badly. So sick of this nonsense.

Medicare rewards whistleblowers? You learn something new every day.

I suggest you ask these team leads how much extra money they get? How many hours less do they work each week. As far a bullying is concerned you don't have to tolerate it you can call HR and they do take it seriously. HR will not defend a bad coach who could put the company at risk in court. The intention is that all calls on your ARUBA are recorded. If your coach says something which you consider bullying they can listen to that call, they will not erase calls to protect a bad coach. It is much easier for a company to deal with a bad coach than to defend a court action.

Hccp coaches have team leads? Snp do not. Regarding going mobile, just as you have the option to flex coaches do. When I flex I'm still expected to be available via my cell. My role doesn't require outreach to members. That is a difference in the role which allows for our flexibility and many mobile devices have special apps we can use to continue working. I spend many hours identifying and working on compliance issues and committees to improve processes. Hours reviewing reports, calls and documentation, offering support and education to team members. I review multiple charts daily to find patterns with quality fails. Some days I have 10-13 meetings from 8-5. Hours traveling for conferences. I think you have a lack of understanding about the role. People call me between 5 am and 11 pm. I'm clocking 50 plus hrs a week on a good week, and the compensation isn't much different from an hcms. Every company has room to improve. Every employee has room to improve. I urge you to become more familiar with our roles and ask questions about our expectations as coaches. I'm still at the end of the day very grateful to be in a role that I can work from home 90% of the time. Somewhere that I've been able to grow myself both professionally and personally.

So---Coaches now have Team Leads who are helping them with their jobs. They have been more focused on getting themselves help rather than seeing how they can facilitate HCM's and their work with our members. We have lost CHE's who were helpful to us but now have Team Leads who are helpful to Coaches. Just got email from a Team Lead. All information I already knew and has been passed on several times. Is this must another person that is going to provide more micromanagement. Most of us HCM's have college degrees. Do we really need all this supervision. Wouldn't it be better to have some of these management people on the front line where the important work is done. Just another level of management.

I'm not sure, but any whistleblower activity would likely not be shared on this site, so even if Medicare were involved, I'm sure we wouldn't know.

Below poster, I wonder if your friend would be better off reporting that situation directly to Medicare vs Humana ethics? Doesn't Medicare reward whistleblowers who report fraud?

An amazing coach, an alcoholic coach and a bipolar coach walk into a bar...

Sorry, OP, looks like this thread has gone off track, but HR and Ethics, as another poster pointed out, may be the best answer here.

I know someone who is reaching out to ethics about harassing members because the coach does not allow declinations in order to inflate numbers and increase reimbursements and members are upset. That's not your situation, but at least there's someone to reach out to for shady situations.

My coach is excellent, amazing and hard working!

And did you all notice a bunch of coaches are able to leave early on Fridays before holiday w/e's . I have been here for awhile and us HCM's were allowed to leave early on those Fridays too...but not now. But the coaches are still doing it. It is such an obvious "in your face" action. If I were a coach.....even if I had the flexibility to leave early, I would not just because of the message it sends.

Yeah, I don't understand why nurse managers in a hospital can have a staff of fifty, but Humana has one Coach (manager) per 15-17 employees? It's ridiculous! And maybe someone can answer this--why are coaches allowed to say they're going to be in mobile for a while. If their job is to manage their team, and the team is tied to a computer, then why isn't it the expectation for the Coach to have to be in front of their computer all day? We are micromanaged to death, but they are not accountable? I think 1/2 the Coaches could be thinned out. To the person who is being bullied by her:his Coach, call Ethics and HR. They will listen. I've been there and done that. The bully leader I had is no longer with Humana.

On a side note, I think something was going down today. My Coach was not like herself at all.

I am sure there are some very dedicated Coaches. But does seems to be a very small ratio of coaches to HCM's. In over 30 years of nursing never have worked any place that has that small ratio.

Any call you make from your work line is recorded, so any convo you have with your coach on that line can be pulled and reviewed. Anyone who thinks that coaches don't do anything, I encourage you to offer to be point person. See a little more of your coaches role. Good coaches work really hard. At every level of business you have associates who are disengaged. But please know some of us shield, protect and work hard to grow and encourage our teams success.

I absolutly agree with the last comment. The coach position is redundant. They are supposed to offer help to their team, but they rarely do. What do they do? Forward emails that everyone already gets? Schedule weekly team calls to read the emails that everyone has already gotten? Instead of laying off the people actually doing the work, maybe administration needs to look at it's top heavy management positions.

I wish my 1:1 with my coach were monitored like my calls with members. First thing she always says is...I only have a few minutes....She has no empathy...many missed coaching opportunities.....and no closure. I am not sure what their job is. There are only 14 on our team. She has no caring about the long hours we are working. ...only that our #'s are good. If I were in charge....this is a line of management that could be thinned out.

I'll trade you my bipolar coach for your alcoholic coach. My coach will either freak out for no reason or tell you how wonderful you are, depending on the mood of the hour. It is exhausting!

Just leave me alone and let me do my job.

m fairly certain my coach is an alcoholic and drinks during work hours. She constantly has "migraines" and is unavailable if we need her. In the latter part of the day when she's on, everything she posts in the chat looks just like drunk texting. Her "migraines" almost always occur in the morning following her evening of incoherent typing in the chat. (Hangover I'm assuming.) She cancels weekly team meetings routinely, then will spontaneously schedule a meeting with no notice and complain about stuff that she's already went over with us. She acts like a drunk. Do these coaches not have oversight??!!

It's hard when you don't have a union to protect you.

Getting your teammates involved may not be such a good idea.

Some people have no business leading people

HR won't do anything just do what she say an pray God would handle her. Do not speak up and make your numbers; smile in her face and give her the finger when she turns around.

FYI HR isn't gong to do anything

Maybe, if you are going to complain, do so with your teammates who feel the same way? It would give the complaint more credence, I would think.

There are definitely some rogue coaches that really shouldn't be managing anyone. Sorry poster, that yours is one!

I think the official answer is to talk to your COM, with specific examples of what you're talking about