#leadership

After reading the VSP offer, details & information and the FAQs, these are the questions I have for leadership. Please feel free to add to the list:

1. Can employees review the Separation Agreement before making a final decision? We’re being asked to make an irreversible decision (if our application is accepted) before seeing the actual release language.
2. What is the true amount I will receive of if I accept the VSP? Not the estimated amount. The concern is the amount maybe lowered after our application is approved.
3. If I decline the VSP and am later laid off, what severance amount would I receive? This amount could be lower or higher and plays a big part in the decision.
4. What percentage of VSP applications are expected to be approved?
5. What will my monthly health insurance cost be during the 6-month COBRA subsidy?
6. What will the full COBRA premium cost after the subsidy ends?
7. When should employees expect the lump-sum severance payment?
8. If rehired by Centene, what repayment obligations apply?
9. How will unemployment benefits be affected by the VSP?
10. What happens if my VSP application is approved but business needs change later?
11. How likely is it that accepted applicants will receive a September 1 separation date? The FAQs state the dates may vary.

Has anyone heard from their leadership regarding all this? Ours has been radio silent since the announcement email from Sarah came out.

Has anyone received ANY additional information from their leadership team?

I guess I expected a quick meeting, some type of update or check in, something.

This is honestly hilarious, Centene can not even fire us correctly...
The website wont give verification codes.
We are in the dark for hours, Cryptic emails.
Every leader is radio flipping silent.

For a company I loved to work for and with, this is ridiculous from the chiefs of the company.

I just do enough in log in the hours and collect a paycheck. The place is the walking dead. Nobody cares. Stankey just doesn't remotely come close to having that It factor that you would get behind and do battle for. Most would give him a giant shove into the line of fire.

Just floating around with the tide and no destination. They could have been something if they bought up companies and simply just left them alone. The hubris of strategy, synergies, and merger integration....SBC RBOC boys from Texas. They were block head hammers and everything was a nail. Saw it first hand with the Cingular tie up. SBC heads for the most part were belligerent bulldozers.

I LOVE the cryptic emails from our wonderful leader.

Can anyone tell us what these vague expectations are? A fancy way of 5 days a week for leaders?

Recent diktat from India leadership: managers span of control needs to be 25-28 people. All people within a POD to be equally distributed among managers, no new managers will be hired or provided. Managers lives have been he-l: people’s management, operational delivery, sales targets, DNSO targets, support multiple accounts. Mickey M is sleeping at the wheel, globe trotting, staying in hotels, giving talks on Agentic AI - all this when delivery is burning. Kyndryl delivery ia fked. God save this company

https://www.tipranks.com/news/the-fly/centene-staff-buyouts-unliklely-related-to-wakely-data-says-barclays-thefly-news

Sarah’s message was essentially: ‘when membership shifts, the organization must shift too.’

Barclays may be right about Wakely. It still doesn’t explain the scale of the restructuring. We all know layoffs have been happening every month, largely in the shadows.

Maybe the leaders can’t find their as--s with both hands. In any event, they’re almost certainly not being truthful.

Lmao Mike came in, penalized the teams leaving hard workers out of their jobs and sending layoffs. Now he is out in 13 months tell me he didn’t do well in his job. The leadership changes that took place lately and continuous after Frank left clearly tells that the company isn’t doing so good, it’s like having puppets in positions that don’t make sense.

I heard last week the company is throwing money at expanding IF&M under a new brand name (Healthsprings) so they can compete against other blues in the Obamacare space. Is that actually happening??? Isnt IF&M already a failing market??? Why would this leadership team throw money away like this????

I’ve been in enough high-level meetings lately that I can’t shake an uncomfortable feeling. I’m not saying the company is doomed. I’m not saying tomorrow is the end. But I am surprised more people aren’t talking about some of the warning signs. When every conversation becomes about cost cutting, reorganizations, efficiencies, and “doing more with less” while long-term investment, innovation, and employee confidence take a back seat… it’s hard not to wonder where this is headed. Maybe leadership has a bigger plan that isn’t obvious yet. I hope that’s the case. But sometimes companies don’t collapse all at once. They slowly drift there while everyone convinces themselves the next quarter will fix everything. I could be wrong, and I genuinely hope I am. But if people in the room are uneasy, perhaps it’s time to start having honest conversations instead of pretending everything is business as usual.

This week must be post self-indulgent posts on LinkedIn on how great I am as a leader week.

Honestly, it’s so cheesy and desperate and why would you want to tell your competition what your doing.

I would ban employees from these self-indulgent posts; customers see right thru it anyhow. Comes across as don’t fire me please or hire me please to outsiders.

Seems very very slowly, some of the useless ones are wising up and leaving. ED, AR, and now the CIO (wdf did she do anyway?). Could it be that BL's interests are being weaned out slowly by Meg.

It’s evident that a seasoned professional knew he is unable to save this company and the company’s performance is damaging his professional reputation . Changing hands is just delaying the inevitable. The replacement was a necessity and nothing more. Good luck guys.

We could have ended up with somebody who has absolutely no idea what he/she is doing. At least there's that to be grateful for.

Me and one other let go today. Chatter of STS layoffs in the area of 10% coming as more transitions to India.

A change in leadership changes nothing for us. Rotten culture and corporate greed are the real problem.

This defines our “leadership” deficit:

The reality:
Ford acquired its ADT joint-venture "Canopy" and discontinued its standalone Pickup Cam. Original hardware and app subscribers are receiving full hardware refunds and are no longer supported.

The Ford “leadership” bio:
He also co-founded and led the AI-driven venture Canopy from inception through a joint venture and its successful acquisition by Ford Motor Company.

How do you call a venture that refunded all customer money SUCCESSFUL???
Only at Ford would this person still have a job.

Certain employee groups are ineligible for the VSP “ “.

What are the specialized roles and core initiatives that would be “safe”

Are new team members exempt from the upcoming layoff or just not eligible for the VSP?

Senior executives- VP and up?

Some departments have been laying off staff for months now. Was that a separate initiative?

I have faith!

What are people referring to? Have seen a few posts about this. I also missed the town hall where I read in a few comments that it apparently broke through a couple of times

is whether the new guy will be good for employees. That's all I care about. We've had others that have been good for the company and the stock but not for us. I hope this one will be different.

if the new guy schedules an all-hands this week And includes at least some assurances that he’ll treat us like actual human beings, there’s a chance he could be a good leader.
If he doesn’t, then he’s an axe man who wants to get rid of as many of us as possible

Why aren't any of the CEO's who make millions and millions of dollars a year taking the VSP and being transparent about it?

LEAD BY EXAMPLE!!

UNSTABLE PILLARS - FOSTER A HEALTHY ENVIRONMENT, DRIVING BUSINESS ACCOUNTABILITY

Hi Bank of America peeps. A few of us from Truist are checking in. Mike Lyons was just named our new incoming CEO. What was it like working for him during his time there? Solid leader? How did he handle culture, trust, accountability, and employee engagement?

Any flexibility on remote work or work-life balance, or was it more old-school in-office?
It's fair to say morale is quite poor right now, and many of us are looking for signs that things can improve with no expectations of instant miracles. Curious if you noticed any positive shifts over the longer term under him, even when changes got messy. Good, bad, or ugly, we'd appreciate hearing about it.

Hi PNC folks. A few of us from Truist are checking in. Mike Lyons was just named our new incoming CEO. What was it like working for him during his time there? Solid leader? How did he handle culture, trust, accountability, and employee engagement? Any flexibility on remote work or work-life balance, or was it more old-school in-office?

It's fair to say morale is quite poor right now, and many of us are looking for signs that things can improve with no expectations of instant miracles. Curious if you noticed any positive shifts over the longer term under him, even when changes got messy. Good, bad, or ugly, we'd appreciate hearing about it.

Hi Fiserv folks! Several Truist people stopping by your forum. Mike Lyons was just announced as our incoming CEO. What can you tell us about working under him? Decent guy overall? How was his leadership style? Transparent and approachable, or more top-down? Did he allow any real flexibility with remote/hybrid work or was it mostly strict in-office?

Things have been challenging at Truist for quite a while, and morale and confidence in leadership are at some of the lowest levels many of us have ever seen, so we're realistic that a new leader won't fix everything overnight. From what we've heard, he stepped into a tough spot at Fiserv too. For anyone who was there during his time, did you see things starting to improve on culture, trust, accountability, employee engagement, or work-life balance, even if the transition was difficult or painful at first? Any honest long-term thoughts? Good, bad, or mixed? Appreciate the real talk.

We are not mad at you. You stepped into this circus unknowingly.....best of luck

Therefore, I expect Sarah to be the first to take the new Voluntary Separation Program. But we all know she won’t. She got totally outplayed by the Trump administration and now far too many are going to pay the price for her ineptitude.

Right? As bad as Mike was, he was still better than Frank.

Start with Divya please.

that if you’re handsome and halfway articulate you will get many opportunities to fail upwards.

Only way to explain it for how incompetent he was here

He was working at PNC for 13 years. Any feedback about him, good or bad? Comment of his work style? What might he be executing at Truist?

Also, why did he leave PNC after such a long time. Passed over for CEO role?

Thank you - a Truist employee

https://www.vogue.com/article/isaac-mizrahi-is-targets-first-creative-director-at-large

I wonder if any leadership reads anything on this site (director and above)?

I do see various financial analyst articles about CDW touch on info that was mentioned here.

I also noticed Google AI include some of the info from posts on this site as analysis.

Just curious.

You’re spending a year fixing someone else’s disaster. Activist investors are circling. Employees hate the cuts. Shareholders hate the stock. Then a top 10 U.S. bank offers you its CEO seat. Who wouldn’t take that deal?

We wanted change, we got change. Let's wait for at least a few months or even weeks before we form our opinions on whether the new CEO will be good or bad for us. Or is that too much to ask for?