Thread regarding Optum layoffs

I had an overall score of 5 with 5s across the board on all goals. And, I got a 2% raise. It was a slap in the face after the work put in this past year, and having my bonus taken away. It was supposed to be rolling into salary increases based on merit. This is the worst raise I've ever seen in my life.

Had my review today as well. No numbers but scored a 3 - meets expectations. Was given no raise, and no bonus. Was told only exceeds expectations was given money. Which is completely untrue, and has not been the case in my 10 years with the company. Really, nothing? Not even 1% raise or a couple grand before taxes? Most everyone from my early days there have all been RIF'd. Horrible

it is not a performance review rather it is a review based on their favorites, if you are smart and work well then your rating would be low if you are part of M&R Quality...some of these leaders are extremely unethical but no one is taking any action on them.

It's funny how many Bravo awards I got during the 2 weeks before the "Employee Experience" survey was sent out. The feedback was glowing!

Fast-forward to February's Annual Review: Tepid feedback, one random baseless criticism (as is traditional), all my late night and weekend work ignored, nearly 400 hours of OT ignored, Rating of 3, no merit and just crumbs for rrp.

F*** this company! I've had enough.

Had my review this week. Exceeded all my goals, got excellent review, rated 5…no raise, was told they are realigning compensation and I was making more than ppl in my geographical area. They knew they were going this route when they took way our RRP last year, so they don’t give us a dime. NOTHING! Same thing happened to several ppl in my dept, all teleworkers living in different states

@aj Wow, I heard this is a practice at Fidelity as well. That's a rotten thing to mandate and then make managers carry that emotional load implement.

And there's your sign that it's time to get out.

@a3 There are no managers at Optum or UHG. A manager is allowed to do what’s best for the team in order to get the job done. That means being able to tell the stupid director and leadership that their crazy ideas just won’t work and are detrimental to the team and hence the business. Sitting in a chair and being a bobblehead is not a manager.

@a1 That’s what happened to me - incredibly positive review that made me sound like a rockstar, than manager gave me a 3 because (as he put it) he was told none of us could be given a higher rating.

I had 5s across the board plus 100% positive on my manager effective index. My raise was 2 %

@OP You got a bonus?! Lucky you. They were taken away in my area last fall.

Senior leadership makes the call on how many 3,4,5 can exist. Managers provide input but it’s usually ignored. It works this way at almost every large company

Your actual manager rates you on your goals and recommends an overall rating to your business unit leadership. Business unit leadership has to force the ratings to fit the predetermined number of 3s, 4s, 5s allowed and often changes your overall performance rating. It seems arbitrary - because it is, it’s often based on “vibes” or positioning certain people for promotion. But that’s why so often ratings on your goals and feedback don’t match the overall performance rating.

We call it "Optum Math" in our group.

Just do this: Stop Caring

Imagine being a solid 4 for EOY; but, no raise. Simply “this is a reflection of the company’s performance”. So, UGH su-ked and there was no money and etc etc etc- also an employee with years in.

Yep - I had all 5s for every touch base every single month this year. Got a 4 at the end review.

There is a set number of 2-5 that can be given. If you are a 4 but so is jimmy, but maybe jimmy is a higher 4, you're getting a 3. This isn't complicated.

It’s a rigged game. You can’t win.

When will people learn... they have a set number of 5's, 4's, 3's, 2's... Doesn't matter what you do.

They will force you into the category as they see fit. Meet your goals, too bad.

I had measurable performance goals and all were hit - should have been a 5 - period. right in the goals, numbers, values - black and white.

Rank of 3, no merit, little rrp, no rsu.

Thanks for another great year, let's set the goals for 2026. NOT!

Yeah, my manager was pretty nice about it and she said that there was a directive to only give out so many fours and fives. She also said there was a very disproportionate amount of those 4’s and 5’s that went to people in India. She even went on to say that one 3 in India got bumped up to a 4.

@OP I was a front-line manager at Optum for 2 years - I was nothing but a human shield for whatever people higher up the food chain wanted. I had very little say in much that affected the people I was trying to help/lead.

There is no sense to any of it other than creating an environment of Learned Helplessness. Don't bother volunteering to take on anything extra, work late, etc. Simply do the minimum for your job and clock out. Doing more and expecting different results from this point forward is clearly wasted effort.

I have heard multiple reports of people receiving glowing reviews that make them sound amazing and then end in a 3. Rumor is that a lot of areas got a directive to bump people down.