Thread regarding Centene Corp. layoffs

“Survey results” no one takes those serious. First few years you’re honest and get retaliation for making your boss look bad. So then you’re receiving emails to complete them. For what? No changes, in business if it can’t be measured it isn’t happening. If they were serious we would see the number of promotions and transfers in actual “numbers”. Do we even know criteria to be considered for a promotion? Just hot air.. so we all feel the frustration. But as other posters have said, nothing can be done because no one really cares unfortunately. Make the best of it and enjoy your families because after they blow hot air they are definitely living their best lives. Take care everyone!!

There are many potential audiences here, but let's speak directly to the OP while concurrently addressing other viewpoints and their potential considerations.

1. The OP striving for upward movement.
2. The scorned checking to see if things are just as challenging for everyone else.
3. The company or its representatives trying to adjust the public perception, as mentioned in the thread.
4. Potential candidates:
   4A. Those already in the industry, hoping to make a change, landing here. However, this situation isn’t unique as it’s not confined to one company.
   4B. Newcomers who may or may not be influenced by this commentary because they’re new and optimistic, and might not be actively seeking information here. If they are, they’re likely still forming their own impressions.

Answer: Anyone can speak negatively about you, including your PL, and vice versa. If you suspect you are being blocked, trust your instincts and consider moving on. If you think there might be negative feedback, ensure you have demonstrated your diligence and openly communicated with the people leader you are applying to work with internally; otherwise, consider exploring opportunities elsewhere. It’s a fresh start.

Bottom line: This situation can be quite complex. It often takes considerable time to let go of the desire to resolve these issues internally if that’s your focus.

In conclusion, whether you are the OP, feeling scorned, a company representative, or a job seeker, this issue reflects broader industry trends. Research further to understand the wider context.

Respectfully, Anonymous

@3dvl+1tuNcbkc If you are a PL, and you have the ability to “move mountains “ to get someone you don’t like off your team, and you have a great direct report who deserves to move, then…. move those mountains. Do whatever you can to help that person grow. Eventually the slackers will fall off.

You have got to be so miserable to troll and scream in a thread of actual adults having a discussion. I’m so sorry for whatever trauma you’ve experienced that has made your heart so cold. God bless you , have a wonderful day! Ps everyone cares about you , including the man above!

JUST LEAVE THE PLACE PEOPLE. WHEN ARE YOU GOING TO GET THE HINT THAT YOU ARE NOT VALUED THEIR AS MUCH AS YOU WANT TO BE. THIS HAPPENS IN A LOT OF PLACES. STOP WHINING AND FIND YOUR HAPPY PLACE FOR GOD SAKE. NO ONE AT CENTENE CARES ABOUT YOU OR YOUR FEELINGS. HECK, THE WORLD DON'T CARE. SO JUST MOVE ON LIKE AN ADULT. SIMPLE!!!

Your current Sup/Manager has to allow you to leave. If he or she says no, you don’t get the job.

Even with my degree, I also have no desire to be a lead, supervisor ,manager, or director. I want to be a part of making a difference for others and with others, not to babysit or dictate. I just want to enjoy what I’m doing and use the passion and skills I have. It seems impossible to reach that goal here. With the job market, no one wants to pay a fair wage anymore. Even my current position is starting new hires below par for the job responsibilities and demands. Corporate greed! So it’s frustrating when applying for higher paid positions that say degree required and still nothing. It must be all about who you know and not what you know.

Can’t expect a gossiping leader that delegates bullies and forward emails all day to help with a career path. Most PL couldn’t do your work if their job depended on it. Former employee here and saw it, even reported it. Wrote a detailed account of everything unethical and that person and others were promoted. Network with other leaders that have good leadership skills if your goal is to grow.There are some good leaders just ask around.

I have a degree and 8 years experience in my current role. I don't want to be a TL/SSA/Manager or be in any upper management role (they can keep all that stress and endless working over 8 hrs a day with no comp all for themselves) but I do want to get out of what I am currently doing and learn other areas of the business but......unless you are already in an upper position it's virtually impossible to move. I have applied for numerous roles internally that I am 100% qualified for and nada. They talk an awful lot about "One CenTeam" and all that jazz but absolutely don't have any visible results to show that its anything other than talk. They do not at all support employee growth in any meaningful way. It would be nice if promotions had the same requirements that are required to get funding for EHR requiring any upper management to demonstrate promoting interoperability or also known as meaningful use.

My PL doesn’t have a GED or diploma or experience. Make it make sense. It’s about who you know. Salary of a Director (min 120k) no high school education but education required to be hired by a Director is insanity or just hilarious.

I DO have a degree, certificate and 8+ years experience . My PL do not. Make that make sense

I reached out to a TA today regarding being auto rejected for a BA3 role. Per the TA, for BA3 without a degree, you need 8 years experience. That's insane because I'm overqualified for the role for which I applied! But it doesn't matter, so you don't have a degree it could be the reason you aren't getting past a certain point.

I was made to believe I was the favorite, but now I realize I was befriended and used by my PL. I have been told SO many things I should have never been told and PL has shared way too much. It’s really a shame the unethical behavior I’ve witnessed. I’ve not gone to upper management or HR, I’ve simply just done my job while continuing to look where I can grow. Sadly, I haven’t broken through whatever barrier is in between myself and growth in the company. I do know there is a higher power who can do things no one else can. Also, what you put out, eventually comes full circle. These people will get theirs when they least expect it.

These “favorites” are the reason the company isn’t number one. Lack of integrity that has turned growth into a popularity contest. Jobs have turned into social media, whoever has the most likes and hype get money. Hard workers that come to work and meet goals are overlooked. That’s just how it is until someone changes it.

: @4xgs+1tuNcbkc - I am so sorry that you feel this too. I am absolutely crushed and at times just want to give up. I feel so incredibly unworthy and defeated despite my hard work and dedication. “salt in a very large gaping wound “ that won’t stop bleeding and no one cares.

For what it’s worth, I feel the exact same way because I have had the exact same experiences. The worst part is watching others go right up the ladder, yet there is never a plausible reason why “you” aren’t moving forward while being told “you’re doing great!!” Yeah, sure. Add to that the constant bs of “career growth opportunities” and its salt in the wound. They may be “opportunities”, but they’re already waiting for their preferred favorite anyway so they’re not fair and open opportunities. I don’t know how to rationalize it, but I do know it defeats and ki-ls every bit of spirit and confidence I have.

@3dld+1tuNcbkc

For what it’s worth, I feel the exact same way because I have had the exact same experiences. The worst part is watching others go right up the ladder, yet there is never a plausible reason why “you” aren’t moving forward while being told “you’re doing great!!” Yeah, sure. Add to that the constant bs of “career growth opportunities” and its salt in the wound. They may be “opportunities”, but they’re already waiting for their preferred favorite anyway so they’re not fair and open opportunities. I don’t know how to rationalize it, but I do know it defeats and ki-ls every bit of spirit and confidence I have.

Thai is hard to swallow just reading it. You’re right, not everyone wants to move internally due to conflict. I simply want to grow. I got my foot in the door and have been stagnant despite going above and beyond, working my tail and heart off to the core for what I feel like was nothing. I have desires to move and then grow in a specific departments that will allow me to use my skills and education. Sadly, after years of trying, I’m constantly let down by not only rejection emails, but also not even being given the opportunity to interview. Nothing makes sense anymore.

Many many years ago a PL told me he was done taking internal hires, he felt burned by other department's "problems".

That always hit me in the heart, not everyone wanting to leave a position/department is doing so because of conflicts with current leadership.

It made me wonder how many other PLs felt the same way.

What is the difference between a promotion that isn’t posted and a promotion that is posted? I have seen non productive employees promoted yearly without having to apply for a position. Employees with EE that everyone in the department knows doesn’t do quality work or just flat out doesn’t work. So does this mean senior leadership approves a promotion based on the PL and not actual work performed? Trying to understand the process of promotions….

@3dvl+1tuNcbkc Nice to hear from a different perspective. There could be a multitude of reasons a PL might not want to get rid of an EE employee whether they like them or. It. It is possible they can sabotage even before a first interview is offered. I’ve first hand had my PL tell me they reached out to the recruiter to relay they could not afford to lose their “best”. It’s sad but it does happen.

Also the fake job postings, I’ve heard this happens too but just don’t see the point of it. Especially if they are internal .

I'm a PL. And I have a direct report who has applied for several positions internally and got automatic rejections for no clear reason. I feel really bad because this person has been doing the same thing for a while, and just wants to do something new and learn more. I can also tell you that if you didn't even get an interview, no one is talking to your supervisor. Only time someone will talk to your supervisor is if you have at least ONE interview. Your PL is not trying to sabotage you. It's just really competitive here.

I can also say this-if you have EE overall and you think your PL has a vendetta against you for some reason and doesn't want you to move, that's probably not the case. If they don't like you and on paper you look good, they will move mountains to get you off their team.

I have repeatedly tried to move positions. I have applied for other entry levels in other departments at least 30 applications .I have had 2 first interviews and rejection .I am defiantly qualified for other positions and Always get the rejection email before evan a initial interview. It almost feels like they put up fake job ads .It’s really frustrating .

@2mej+1tuNcbkc It will be interesting to see the cultural survey results in Aug. Not that there’s any confidence change will happen, but maybe voices will be heard.

You can have 100 people experience it and there will always be 10 that say it isn’t happening. Just because it hasn’t happened to you doesn’t excuse this behavior. This is a layoff board, good insight on what’s happening from people across the company from people who don’t have a voice. Good feedback. The question is how do we change it. Don’t lose hope, keep going eventually someone will see how it negatively affects the numbers and care to make a real change. Or the cycle continues….

I can tell you from personal experience that my former PL did block my internal applications. I applied to over a dozen positions, some of which I was more than qualified for, and almost every time received the rejection email the very next day after applying and didn't even make it to the first interview. It would have been a joke if it wasn't so pathetic. I had never been on a PIP and had only received good reviews before that but I wasn't a kiss-up to my PL like some of the others were-most of whom have all been promoted since my departure from the team while the less-favored team members were either laid off or pushed to quit. I was finally able to transfer to a new department but unfortunately still have to have occasional contact with my old PL and they have made it more than obvious that they don't wish me well in my new position. It is what it is. PL's should never be able to stall or halt career growth for someone who isn't their 'favorite' but then again nepotism seems to be the norm these days.

Post ID: @1ktc+1tuNcbkc

It's amazing how much some of you are so he-l bent on defending this place that you totally disregard common sense!

PL's do provide references. Mine in particular loved to brag about how she knew about a transfer ahead of time and how she was called and provided a reference. So yes, a PL has the power to block an internal applicant from transferring.

no, your PL cannot block you from accepting an offer. any suggestion otherwise is disingenuous.

I’ve heard of a PL badmouthing to the other PL about his employee to prevent her from transferring to another department. I am pretty sure the two PLs will have to communicate once an employee decides they want to transfer to another department

@ 1lfl+1tuNcbkc. I’m pretty sure it’s what mine is doing. Those who are moving on, my PL has directly spoken ill of to a few of us off record. Which I why I believe the only reason to hold someone back is because there are only a handful of us that actually known what we are doing, and do it without the need for constant retraining , or complaining, and we go beyond production expectations. I’ve come to the conclusion my only way out is to find another company (which also seems nearly impossible in this market). It’s such a toxic environment. I suffer in silence , there is no point in voicing my feelings.

It’s sickening to know that people have the power to make emotional decisions and how acceptable it is. Imagine a workplace with such extreme power to control growth, salary, and your worth. Words really can’t explain it- evil.

PL's are notified (as you know), and yes, they have the ability to block you from moving forward. I know for a fact that my PL has blocked at least two co-workers. I know this because she has informed me off record.

@zsx+1tuNcbkc WOW. That is just sad and disgusting. It should not be up to the current PL . The track record of performance reviews should be open for potential hiring managers to view for themselves.

It’s common unless you are “favorite “. HR and senior leadership should be reviewing the promotions and transfers to ensure it’s fair. However, I personally know PL that have openly given negative feedback to hiring managers for their personal and not business decisions of the company (and bragged about it). Maybe someone in HR or leadership can explain the oversight of these decisions based on who is a “favorite” or who can hit the ground running in a new role.

From experience, stop doing everything for your supervisor. If you have been EE all along, and you are not able to move or grow, it is most likely because you do the sups job, and why would a supervisor or manager let go of such an asset. you are securing their position while they are leaving you stuck. Keep pushing forward, keep applying for everything you desire. Do not let this stop you. Obviously, you know the job and are a hard worker. Recognize your worth and express that to any potential opportunity that comes along,. Also, if you can do this externally, you and your mental health will be better off.

I honestly would like to know this too, It is so frustrating. I do believe it happens, especially when you are a strong asset to the team or department.