Thread regarding UnitedHealth Group Inc. layoffs

Lay-off analytics happening now for fall 2020 - good info here

I am currently working and know from good sources that certain executive leaders have been tapped to meet with the same outside consulting firm to look at duplication of services, low volume programs, low revenue programs, and teams consistently not meeting targets (i.e. performance issues). This is the SAME process they used for all of the 2019 lay-offs. They will use numbers first - low performers (3 and below, employees on CAPs) they will look at the age numbers (those near retirement), they will look at salaries (longevity = high salaries, if they have employees in the same grade making significantly lower salaries, they will keep them regardless of their seniority) and by the way, seniority means nothing.... that number does not count. In regards to the Director level and above, they are looking at what teams can function well without them, they will also be let go. The names are the last thing they will look at, if and only if you are in good favors with those in power to decide, maybe, just maybe you will be spared. So here is the advice: start kissing a– now or get your LinkedIn account up to par. This goes for both UHG and Optum.

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Post ID: @OP+15N86P4P

39 replies (most recent on top)

So your saying anyone who is ever successful at UHG is a dumb dumb cause it’s always who you know? Geez, hopefully your not there anymore dragging us down.

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Post ID: @Adqz+15N86P4P

Uhc has a policy of “it’s not what you know but who you know“. I have seen bad workers on caps for attendance be removed from the cap and then get promoted to supervisors and project managers because they were always brown nosing with upper management. They weren’t talented, always absent, slackers, shifting their work on to others on our team and yet they got promoted just because they knew someone in upper management who helped them move up! One person straight out of training with me started a relationship with another female, got sent to her state to work with her and when the relationship didn’t work out they designed another position for her to come back to Phoenix to work. I have watched for years the process of hand picking those not worthy at all, in my opinion, as opposed to those who put in the time and the work that actually should have gotten promoted. So, it’s absolutely not about how hard you work at all it is about who in UHC upper management is willing to see you get ahead!

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Post ID: @Arpa+15N86P4P

Just remember, you must be exceptional. Leaving UHG and going to another company is not your answer if you are failing here. You do not want to carry that over to you next employer. You have to be smart and work hard, or a pattern will remain. Not easy for most though...

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Post ID: @zatx+15N86P4P

The word going around now is UHG is for losers. Meaning you lose your compassion and soul working for them. If you are on this site more than once a month you are burned out and you may not realize how much you are being played at UHG. Outside of UHG war stories are told and No one wants to apply there anymore. Other companies in healthcare do respect you. Apply elsewhere! You will feel valued and wonder why you wasted 2 decades with UHG or whatever time stolen from your life there. Imagine the elation when you leave. Even those laid off or fired show extreme joy when they realize the suffering is over. UHG is your narcissistic lover, so time for me to play you the song ‘50 ways to leave your lover!’’ To remind you creative ways to exit the scene. “Hop on a bus, Gus...... You don’t need to discuss much... You don’t have to be coy Roy, just get yo self free!

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Post ID: @yocr+15N86P4P

To the person who says...I’m at the top of my MAP and I continue to elevate myself into new promotions and boat loads of $$$....

My guess is you're very young in experience or a fraud. Why would a person with this type of caliber post on a web-site monitored by the company. Does the company like people to post, in any way on a web-site like this regarding layoffs?

See posts below about people who had positive performance reviews and then were fired without warning. Be careful what you have because it can all change tomorrow!

Lets all show compassion and help people stay focused on what they need when they're Layed off!

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Post ID: @xssj+15N86P4P

To the person who says...I’m at the top of my MAP and I continue to elevate myself into new promotions and boat loads of $$$....

My guess is you're very young in experience or a fraud. Why would a person with this type of caliber post on a web-site monitored by the company. Does the company like people to post, in any way on a web-site like this regarding layoffs?

See posts below about people who had positive performance reviews and then were fired without warning. Be careful what you have because it can all change tomorrow!

Lets all show compassion and help people stay focused on what they need when they're Layed off!

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Post ID: @xahw+15N86P4P

I’ve basically been told by numerous senior leaders and VPs that I’m considered top tier talent based on performance therefore leading me to an exceptional talent at this org. I’m at the top of my MAP and I continue to elevate myself into new promotions and boat loads of $$$. Maybe layoffs will hit one day but for now I’m still on the rise. Good luck to all.

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Post ID: @viqr+15N86P4P

I was hit in the June lay-off at Optum (after 14 years!). 5 weeks in - I have an offer in hand for more $$. I was a VP. Do not fear the unknown.

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Post ID: @vqke+15N86P4P

UHG/Optum are no longer willing to pay for exceptional talent.

They are actively laying off anyone who is a salary outlier $$$ regardless of performance and when hiring for most roles we are offering the low end of market rate for most roles. Start you low, keep you low.

Just know that your annual MAP score is a hybrid of your personal performance and a lot of other politics.

May the odds ever be in your favor....

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Post ID: @uftv+15N86P4P

by now analytic algorithms should should be able to tell how many wpm you type, what websites you visit, how long you're in your primary work app, how effective you are at your job, if you're the one providing or soliciting answers, how much new code you create, your general IQ, etc.. from a machine you're connected to for at least 8 hours a day.

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Post ID: @twyy+15N86P4P

They should spend less time hiring for diversity and more time on hiring exceptional talent.

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Post ID: @tyab+15N86P4P

@ojlr+15N86P4P Exactly! You are proving the point that 27 out of 30 people you would not hire. Yet, those 27 people will tell YOU they are are not treated fairly- they will say they are good employees, deserving of a bonus, parking, bravos, etc. You must work hard and be exceptional to reap the rewards. It’s the 3 you state that are exceptional employees.

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Post ID: @pxer+15N86P4P

The most technically inept group I have ever worked with Onshore Offshore Nearshore. Out of 30 3 I would hire if I were a CIO.

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Post ID: @ojlr+15N86P4P

Being exceptional is a quality trait to have. No one should be punished for their great accomplishments and stellar performances.

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Post ID: @niaq+15N86P4P

Lol. Get over yourself mr/mrs “exceptional.” I left in March without anything lined up, and couldn’t be happier. United is an absolute sh– hole... I created time saving processes and lead massive projects, that were successful in saving hours in manual labor, only to get a 3 this last year because I didn’t kiss enough a–.

I’ve never been one to play the political game, and finally said to hell with it. Fortunately my family is ok with me being at home, but I’ll never go back to a hell hole like UHG corporate. I’ll never go back to a Fortune 500 and work under a tool like Wichmann.

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Post ID: @mtps+15N86P4P

That exceptional employee poster, what a tool. This is the kind of person that gets laid off and thanks the company that he or she is being let go because they are too exceptional. Nice try on this pretend act. Realize that people's lives are effected and this type of humor is not acceptable.

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Post ID: @7ett+15N86P4P

Keep doing that, learning to be exceptional. Do the work of multiple people and flatter management to maintain their positive image of you. You will be replaced by an outsourced vendor and all your hard work and sacrifice will for nothing. Maybe then you will realize that these so called "complainers" are speaking the truth. Do you believe that people here are so entitled that they believe they all deserve 4 and 5s, people are here speaking about this topic because they are not being graded fair.

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Post ID: @7arh+15N86P4P

@7qad+15N86P4P We understand why you get 1 & 2’s. Of course your a favorite if you get a 5. The problem is you gets 1’s and you come on here and complain about it. Has nothing to do with whether you are liked. Do your job and be exceptional instead of a troll. No one is going to hand you a five and if you are dumber than a stump you won’t be a favorite at your next job. It’s ok- I’ll do your job and mine!

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Post ID: @7kkk+15N86P4P

I left UHG last year after being there several years, and it was one of the best career decisions I have ever made. At one point I had a manager in one role flat out lie to me and deny me a yearly bonus (I believe they gave it to another member of the team as an additional bonus), at another point in another role I received a 3 when I was without question one of the top two key members on a large team. Their pay structure is terrible... I received the largest raise I have ever received by leaving there for a better company. Everybody just get the f*ck out of there.

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Post ID: @7uyd+15N86P4P

@7zqs+15N86P4P . You are a favorite.

"I’ve been told numerous times by VPs that I’m an exceptional employee. As a result I have received the highest grades on my evaluations to back those comments up."

What you have written basically confirms it. If management dislikes someone, they will not tell them they are exceptional employees - especially in person. Many employees that use to, or currently work for UHC are exceptional workers that receive low scores and unfair treatment. A fair grade isn't hard to ask for. How do you assume that people who "complain" are people deserving of the low scores? As I mentioned before, many exceptional employees receive low scores based off personal bias. I know you're just an internet troll, but your argument has no validity and only shows why you receive, if you do, high scores. It is because you side with UHC management; no questions asked.

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Post ID: @7qad+15N86P4P

I don’t understand this. I’ve been told numerous times by VPs that I’m an exceptional employee. As a result I have received the highest grades on my evaluations to back those comments up. You have to work extra hard and be smart to get to this level. It’s not something they are just going to give you- you have to be exceptional. If you get a 1 & 2 it’s because that’s your value. This whole I’m not a favorite is an excuse. Do the job- reap the rewards...it’s that simple.

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Post ID: @7zqs+15N86P4P

The 4 and 5s are reserved for the favorites on the team because managers only have 1 or 2 people they can give high scores to. Then there is a mandatory amount of 2s that have to given out. Do you see how flawed this is? Do you believe a manager is going to think I need to be unbias and grade people based off their work quality. No. Managers reserve the 4 and 5s to their favorite people, it doesn't matter how bad their quality of work is.

As an employee, you cannot give a bad score to a manager, they will find out who did not give them perfect score and harass you until you quit or they have enough made up reasons to get you fired. They will also rally other people on your team and other managers to turn agiasnt you as well. I really hope UHC has a way to monitor the managers. I believe if they can successfully weed out the bad managers, UHC can be a better place.

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Post ID: @6ocx+15N86P4P

I was told my work was a 4 or 5 but was only able to get a three because I was one of the newest in the team. And sure enough they let us all go!!! This company is so shady you see all o we the media other companies mentioned who ha e laid off but never United !!!

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Post ID: @6tle+15N86P4P

I concur with @4evf+15N86P4P posted reply at "Your Manager". We know you are a troll and your taunts serve no purpose but to stir things up. We hope your conscience gets a reality-check when you're standing on the other side of employment some day.

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Post ID: @5cny+15N86P4P

Why not unionize? Yeah it cost but the security and representation will pay for itself with better benefit, better pay and less out sourcing. Union 2020.

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Post ID: @5qky+15N86P4P

Thank you all for sharing your insight. Wow, I had very little insight as who is controlling whom. It's so confusing because I hear of mass layoffs in other departments yet I see new hires on a weekly basis. These are very uncertain times everywhere.

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Post ID: @4snd+15N86P4P

"Your Manager" Go take your PTO (Potty Time Off). Your repetitive sarcastic comments and want to make others (whom you don't know) miserable, reflects someone not happy with their own life. Check out your EAP benefits.

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Post ID: @4evf+15N86P4P

Team, you are all doing a great job! Keep up the good work. I don’t believe we have any complainers or anything to worry about. We are all one big great team. I will remind you all to keep your eye on the prize. The prize is working hard and be compassionate and securing our future as a team. Let’s all strive to work together and not worry about complaining or timecard or weekend duties. Productivity looks good this week - keep it up! I’ll check back in the reporting after my PTO has concluded. Great work all!

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Post ID: @4qfg+15N86P4P

TO COMPLAINER RESPONSE
No one is complaining, you must be a management TROLL! Get the hell out.... people here are sharing honest information to help inform and be prepared.... Exactly like UHG management to keep things secret, NO TRANSPARANCY.... keep people off guard, keep them in the dark until they are called into a "management meeting" for some cheesy VP to read from a script.... no matter how long you have been loyal, you all get the same script and about 20 minutes of their time to tell you that you are NO LONGER NEEDED. So if you don't like what you are reading here, get out, don't even bother replying.... this board is NOT for you and YOU ARE NOT NEEDED.

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Post ID: @4nuy+15N86P4P

You people still complaining?? No wonder they letting folks go. All the complainers.

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Post ID: @4zwz+15N86P4P

3 is considered low performance? I thought 3 is average. It seems like 3 is just as bad as 1 and 2.

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Post ID: @2cid+15N86P4P

I’m also a manager and can validate that many of the comments here are accurate. We are essentially required to use a bell curve to evaluate employees annually. It’s darn near impossible to award an employee a 5 and the bulk of any team will be graded a 3. I’ve been transparent with my team about this, it’s a morale k–ler but at least I’m not gaslighting them.

Many managers have seen their teams and responsibilities double and triple in size. I’m far less effective these days and I have very limited time to coach and mentor my team despite working 50-60 hours per week. It’s all very sad. Like everyone else I’m doing my best until I can find another opportunity.

For what it’s worth, the GL 28 managers in my department had zero input in the last round of layoffs. All of those decisions were made at the GL 29 and above level so if you’re going to try and s— up I would aim above your immediate manager.

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Post ID: @2foz+15N86P4P

It's better to be aware of what's going on so you can start making a plan. I wish I knew about this site before my layoff wave. I was completely surprised when I was let go and had no idea they'd been laying off large numbers of employees each month.

  • Don't count on a great severance package. The payout for 2 years of service or less = 2 weeks of severance. You're maxed out at 26 weeks of severance regardless of how long you worked for the company. And you don't get your severance until 4-5 weeks after your last day of employment. Medical and dental insurance is usually covered through the end of the month you were let go.
  • Start using up your vacation time. In many states, employers are not required to pay you for unused PTO. Some states (like California) require all earned vacation time to be paid out to employees. Some states (like Minnesota) only require a pay out for up to 40 hours. Take the PTO time that you've earned.
  • Update your resume with your current role and responsibilities. Look into having your resume professionally reviewed and rewritten. I did this and it was well worth the money.
  • Reach out to your network and let them know that you're looking. There might not be a job opening right now, but there may be one at a future date.
  • Start looking and applying for jobs. It's better to get a new job while you have one. Estimates say to plan for 1 week of job searching for every $10k of salary. It may be longer now during covid.
  • Get your finances in order. Set up or increase the amount you're putting into your savings or emergency fund. Take a hard look at your spending and figure out what expenses you can reduce or live without.
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Post ID: @2tik+15N86P4P

Spot on!

If you are in any position where you have a counterpart manager and on paper they could theoretically absorb more direct reports, then one of you will be let go. Little thought is given to how that effects employee development, coaching, & mentoring. An overwhelmed manager can do very little in advancing a team that is too large and still worry about making unrealistic goals and metrics placed upon them. This creates a team that is just managing to keep the status quo and little to nothing in advance the teams ability.

Often, a leader that is managing too large of a team becomes more worried about their own status quo that advancing their teams ability. Its a save yourself mentality

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Post ID: @1ydu+15N86P4P

All this is true, I have experienced it and manage in this environment. It’s a horrible place to be, I’d rather just be honest and transparent. We are told how many 5’s we can give, also we are told we must distribute a certain amount of 2’s. The 3’s (meets) are being divided into 3 groups, A,B,C. This is how we are distinguishing the “meets” for productivity. This is not being advertised on the hub or with HR. I gave my team high scores and was told I needed to bring it down. One was in the leadership program and needed a 4 so I got that one. Then I was told my others needed to come down to 3’s or 2’s, then you are told what you gave for bonuses, is taken from anyone you rated a 3! Those of you who are upset about your raises and bonuses it’s being driven from a much higher place and your manager has much less control than you many think. We as managers are also being misled and it’s heartbreaking. I’m so sorry and want to and I am trying to leave, I feel just as stuck as anyone else here. Trying to provide for my family, trying to do my best. However, I do not make my direct reports feel bad about themselves or disrespect them. It is possible.

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Post ID: @1rjv+15N86P4P

I believe you. I heard that high performers (4-5) see on watch list and 3 is safer for depts that have the same pay grade because of lower pay and salary.

The company also has limits on how many 5s can be given and there is a mandatory amount of 2s to given. How are they going to manage who really is a good performer when the annual grading method highly favors, favoritism. I ask because I am a high performer with low annual scores of 3s. The reason I'm graded low is because I am not a favorite, I don't talk much to my manager, I just do my tasks, but this has lead to me not being liked and getting low scores. Does the company have an auditing system that measures annual review scores to actual productivity? Thank you for sharing.

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Post ID: @1hgo+15N86P4P

It's about time they clean out directors and above! Talk about low performance and high salaries!

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Post ID: @nck+15N86P4P

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