I chose to "early retire" as a people leader this time last year due to increasing toxic politics within and between teams. If it was still the Anthem culture I joined in '06, I'd still be there. Tell me how the culture has changed for people leaders since I left. I have no regrets... but missing "old Anthem". How is the culture for people leaders now vs one year ago?
7 replies (most recent on top)
@1xrr+1tJlMwlD It’s funny because that sounds exactly like claims operations right now. I guess it’s kind of nice to know that other areas are the same toxic hellscape.
I agree wholeheartedly agree on this @afv+1tJlMwlD, I had been 100% OPW for over 10 years when suddenly out of the blue, they decided to radically change out culture, and dismantle WAH policies. I remember when Gail came on, and ordered every Admin back into an office the next day or be fired. Didn’t matter if you supported people in different states, you had to trudge into an office to please the new boomer ceo…. Who has wasted so much money remolding the offices, and creating the punitive office monitoring system. I feel like I’m reporting for probation when I swipe in, going into an office for no other reason than they can make me. I waste time going in and I dislike it so much. I’m hoping I can wait Gail out for a ceo change, I’ve seen 4 now.
“ Additionally, the terrible backward approach to remote work may drive high performers away once the job market improves. Before COVID, remote work was used strategically to cut real estate costs. In addition, if your team was not located in the same city or area, there was little benefit to working in the office and leadership understood that.
There was a more thoughtful approach from previous leadership when it came to work at home.”
Everything under the provider umbrella is a total clown show currently. Things aren’t as rosy as they are made to appear when reported to other organizations. It’s also an extremely toxic environment to work in. Constant fire drills and finger pointing. Leaders who have no idea which way is up. So many people are checked out and looking for other opportunities. It’s really sad to see what this has become.
The company no longer values feedback from associates that actually can provide very valuable feedback that will end up saving millions in fines from regulatory agencies. Senior leadership now dismisses feedback or straight up silences you. Project timelines are ridiculous now and testing and QA is pretty much non existent. In the decades that many of us have worked here, we have never seen a project as poorly executed as SPS migration. That may actually really put us under. Terrible from start to finish. And don’t get me started on AI and roster automation. If you are going to implement automation on this scale with provider data, you may actually want clear business rules before you implement and solid testing. Nope, let’s just throw it in and see what happens. Queue up the major fines…
The company’s culture was strong until some leadership changes (say around 2017).We now aim to grow rapidly like United, which has led to a focus on expansion rather than maintaining best practices.
Previously, our attention to product quality and management made our members happy, and leaders acknowledged our success in minimizing member denials.
However, as we've seen exponential revenue growth, member denials have also increased, reflecting a troubling decline in our service quality.
Currently, Leadership are chasing new projects, neglecting existing products that our members value. While Medicaid redeterminations are often blamed, the root issue is a significant cultural shift as well.
Our focus has moved away from members and towards boosting stock prices, pleasing Wall Street, and acquiring more companies.
Additionally, the terrible backward approach to remote work may drive high performers away once the job market improves. Before COVID, remote work was used strategically to cut real estate costs. In addition, if your team was not located in the same city or area, there was little benefit to working in the office and leadership understood that.
There was a more thoughtful approach from previous leadership when it came to work at home.
Unfortunately, the current leadership seems out of touch with all these effective strategies.
Since Carleton global solutions came in everything has gone down hill lots of US jobs are going over there which is BS!!!
They like to tell us how to be and how great they are at it, but it’s not so. Just on paper, web page. We have mandatory culture meetings with topics and articles telling us how to be