Humana has a..... TRUST PROBLEM.
Those two words summarize all that has been posted in this public forum. A trust problem, internally and externally, which has been festering for YEARS. From the top down. Once trust is lost, good luck getting it back.
10 replies (most recent on top)
This was a great company to work for 15 years ago. I am taking the ERP. I am tired of the act of everything is ok. They are not the same company and they do not have our the members or the employees best interest in mind. That is a bunch of cr-p and I’m tired of hearing it. @a1
When it affects you and your well-being, when they hire people for who they know/are buddies with, when they downgrade benefits to be "competitive" or whatever they said .. yes, it gets very personal.
I love Humana. They are just doing what any for-profit business needs to do. It’s not personal.
… and all the longtime leeches, smiling and nodding approval even if it completely contradicts what they were “excited about” (standard rah-rah talk) the year before. Right, LS?
They don't trust us because they know they treat everyone like sh-t, do many illegal activities, and are always worried about getting caught and sued and losing their bonuses, because that's all they care about, the money and nothing else matters. DENIED!!! LAYED OFF!!! FIRED!!!! When those become your daily/yearly repeated playlist, you should have trust issues.
This job damaged our simple trust in basic human nature. So sad. They transformed us by showing over and over how low they can get!!! Such a pathetic way to run a business.
Employees vs. Employers: The Broken Trust
There was a time—not that long ago—when most Americans could expect to spend their careers at one company, retire gracefully, and count on a pension and healthcare for life. That was the social contract between employees and employers.
Something shifted in the 1980s. Wall Street began to engineer new financial products, and the 401(k)—originally designed as a supplemental savings tool—was repurposed as a replacement for pensions. Corporate America embraced it, not to empower workers, but to shed long-term obligations. Around the same time, union-busting became a political strategy, hollowing out collective bargaining and eroding workers’ leverage. Hollywood even glamorized this new ethos with movies that celebrated unfettered greed as a virtue.
By the 1990s, outsourcing was the next wave—first manufacturing, then white-collar jobs in tech. Today, the disruption is even more existential: artificial intelligence looms over the career prospects of new graduates, threatening not just jobs but entire industries.
The trust between employers and employees has been systematically dismantled over four decades. What was once a partnership built on loyalty and shared prosperity has become a transactional, one-sided game. Workers are asked to be “agile” and “resilient,” while corporations chase the next cost-saving measure. The result? A generation of employees who no longer believe that hard work and loyalty will be rewarded.
Rebuilding that trust will take more than rhetoric about “culture” and “values.” It requires companies—and the policymakers who shape the economy—to decide whether they want workers to be expendable assets or true stakeholders in America’s future.
Absolutely. Been saying that for years. At this point, I assume they know and don’t care.
TRUST PROBLEM-------> YES, you hit the nail on the head. They have no transparency and are extremely transactional with the employees they treat like cr-p, making us always at their mercy.
There has been no stability since the failed Aetna takeover. Tufus B came in with an eye to sell and the current crew will finish the job. It was a special place once. Now it’s just a weekly special at the corporate takeover market.