It feels like every few months someone else is being shown the door, and it’s taking a real toll on what’s left of the team. We lose skilled people faster than we can train new ones, and the work keeps getting shuffled around until no one really owns anything. Morale is at rock bottom because nobody knows if they’ll be next, and that kind of fear makes it impossible to do your best work. What’s worse is watching all that experience walk out the door straight into our competitors. If leadership doesn’t stop treating layoffs like a fix-all, there won’t be much of a company left to rebuild.
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@a3 THEN FIYD ON THIS PLATFORM THEN?
@nj employee discount? get what you pay for. there is never a personal fiscal benefit to do employee stock buys unless it's like half off. It is 100% to provide liquidity to give shares to SLT/ELT and 200% to get your money on the table and more dedication your mortgage, car loan, and annual disney trip demand of you. Your money is important to you, but a rounding error for SH.
@n4 lol, I hope this is sarcasm bc I’ve been trying to dump my shares and after all these RIFs, price not even up to break even level. Even w the employee discount.
Great. My 5000 shares will be more valuable soon if more people are laid off.
Thrilled to be driving in and listening to as--s sing in the bathroom, fridge scent lingering in our lunch bags, and broken water fountains.
this company is in a doom spiral. its clear the leadership has lost it's way. the reputation is damaged beyond repair from both consumers and employees alike.
https://www.linkedin.com/posts/cameron-burt-8a37688a_unitedhealth-group-is-bleeding-talent-and-activity-7383625894562521088-04oS
@f2 Optum can't really innovate or meaningfully lower healthcare costs because we exist to prop UHC. We can't make people healthier because we don't get paid for preventive care. We make money when patients are sick, not well. Holding patient treatment volume constant, if the cost of care went down, so would our profit.
For example, we use data/AI to help Providers when it's convenient like upcoding patient encounters so UHC can bill government more for Medicare patients. We could use data/AI to aggregate reimbursement figures (it's in network traffic and could be de-identified) then charge Providers for access so they can negotiate better with Payers.
List goes on... layoffs and offshoring is the only way to stay afloat/grow profit.
typical mature company that has no innovation so buys the market share or new shiny object. next step sort through the grab bag you bought and keep the parts you want throw the rest away. dismantle the empires built by people surrounding selves with yes people. automate what you can. The key point is there must be a plan to train the automation on it is not magic out of the box. 100X is missing this part. Just a disrupter opportunist who will line his pockets before finding another company to destroy with his new title. Offshoring only works for a while as the offshore location gets too expensive so need to find another. The broken model of health care has too many of the elite class making bank so nothing will change carry on.
@a8 Right there with you, we've seen our team constantly get shrunk and replaced by inexperienced 'offshore' employees.
Yeah i think everyone is checking out
Uhg has the advantages of a poor job market keeping some good employees here for now. Personally doing everything i can to get ready to retire early. I do not want corporate America and it is only going to get worse with AI and offshoring. I had a great run and fortunate
We'll shrink first then potentially split (if shrinking doesn't raise share price). Overworked teams are on projects that will get cut. Others are duplicates.
If you have 50 people each on three teams doing the same thing, the goal is whittle down to 15 each by burnout and quitting to avoid severance when the projects are consolidated.
Projects that not identical but loosely related - those can get consolidated into bigger more meaningful projects and headcount will be trimmed. Boils down to same output, fewer people.
The company is in a mature phase, much like many long-established American corporations. There’s little room left for breakthrough innovation or disruption. The focus now is on cutting costs, handing out modest 1–2% raises, outsourcing work overseas until AI eventually replaces those roles too, signing a few new deals each year, and issuing dividends. This pattern is common among large U.S. firms: they age, become stagnant, and serve mainly as stepping stones for early-career professionals before they move on to faster-growing industries.
As of today, I am actively looking for a new role. I have been doing triple the work I used to do with fewer people on the team, in addition to not having the necessary tools to do my job in the time they want the work done. I am officially checked out.
It’s not only layoffs, but folks voluntarily leaving cause they are sick of it. I know of two talented people I’ve worked with put in their notice and are getting out of here. Perhaps I should follow their lead…but I’m burned out; looking is just “meh”…
I think about my mom, in memory care, slumped over as dementia and frailty takes her away from me… meanwhile, I’m being asked to hit my Copilot quota and restate IT things over and over again because new blood has come in…
This is not my experience. We are kicking it in 2025
this companies idea of "making money" is reducing cost/headcount