Right now they are coaching people out of the company by telling them they had negative feedback in their 360 and they don’t fit in. It seems to be the message from HR CLL trainings. You are a needs improvement but there’s no plan to improve. It’s clearly stated in them. What that means is they don’t want to give severance of any type they just want to treat you so poorly and mean to get you to quit. Hang in there for your salary and unemployment benefits. Make them suffer like they are making you suffer. It’s really about who likes you there and who doesn’t. Not how hard you work. I’m sure they were told to rate people needs improvement. What a poor company. Seems to be targeting age specific. I had always heard it was a poor company but out of the blue, surprise ! You are needs improvement now quit! And are discussed when you don’t. I don’t know how they get away with this terrible behavior. I have never seen this negative, poor bullying culture at another company!
14 replies (most recent on top)
Don't want any 4's and 5s paper certificate saying we're good conformists, obedient drones who are brainwashed and indoctrinated. no thanks. worshipping money and consume, consume, consume.
You have very few "rights" due to the very unique US empire doctrine of "employment at will (whim)". They have to follow their (corporate) rules and regulations that they created (hence, bias) to protect the company. They must their "procedure/policy" as they show you the door. That's US reality. And we can all thank the corporate lobbyists for our lifetime of stress, anxiety, hamster wheeling into oblivion, and vacuous waste. Companies are protected. You're not. Anyone can say anything, if that hurts your "employment" -guess what, it's employment at whim/will. Unless the US company violated their own policy ("fair"-LOL, "investigation"–again, a bias toward the corporation), you have very few "rights" due to a lack of an employment agreement-contract–which is in almost every other country. Not here though–thank the american lobbyists corporatists.
Does the employment at will docterine protect the employer and not an employee who makes unsubstantiated claim about a leader/another employee that may cause someone to lose a job? Is the reason companies have written rules about progressive discipline and fair investigation process to protect the company and shareholders from discrimination/whistleblower/etc. lawsuits? If a leader doesn't follow the company's termination policies, do they become personally liable versus the company having the liability? Just wondering?
It’s surely at Centene. I had to double check to see if I was reading the correct company thread. All of these stories sound the same for all of these companies. I was just laid off at Centene last week. I applied with Anthem and Optum today and now reading these comments, I’m not looking at anything better,
Not sure cognitive dissonance ( is the right term. Its a big company. Each person can have different experiences with different people and different departments. Creating differing feelings on macro and micro levels.
There appears quite a bit of cognitive dissonance going on.
Employment at will doctrine–ONLY in the US empire. Employees can be terminated for no reason, any reason, at any time with our without any notice.
"Causing people to lose their livelihood is very serious." LOL. Then why work without an employment contract?
The other thing to keep in mind is that if an employee says something that is untrue and a leader or an employee is terminated, there is likely legal liability to the person making unsubstantiated statements and the terminating leader/hr employee. If someone is terminated and loses income as a result of unsubstantiated comments in an employee survey or complaint, they should seek legal counsel and file a report with the company's ethics line. Causing people to lose their livelihood is very serious.
During a leaders team meeting a few years ago the SVP put up a chart of the employee survey by Director leader. One of the Director leaders had very very poor employee engagement survey results. The SVP of the area explained he directed the Director leader to make staffing changes and ask certain work to be performed at the SVP's request and the team didn't like the direction and so the engagement surveys for the director leader was meaningless and would not be used against that leader in any way. Additionally the HR rep indicated the employee survey's shouldn't be used against a leader because they aren't substantiated/investigated allegations.
Was going through this exactly one year ago. My management was trying to get me to quit and provided a negative review and reallocated my annual bonus to others on my team. In my case the manager I reported to was a grade below me and wanted to open up my role for a self promotion. They worked at pushing me out for nearly 6 mos. Complete fabrication in my review with selective details to make it appear as though I was not following the organization. Put on CAP, cleared the CAP and was let go in June. What followed was an HR investigation into that groups behavior which demoted and eventually laid off some in the chain. What a toxic place that rewards those who steal credit and push others down. I was not alone in these types of destructive behaviors. So glad to be out of that.
They did reward the employees with snack trains and paper certificates/plastic trophies–that's great! Will certainly help pay all those US endless bills, fees, and taxes for nothing
that company was the us empire. It ecapsulated the "values" of that failed state.
The CLL and My Career Story push all feels very off to me. The end goal seems geared towards getting folks to leave or accept global assignments. Or massive redeployments into other areas so they can avoid severance and scrutiny.
And I’m sorry you were blindsided in your review.
that is my experience exactly! after a number of years with a rating of 5; i was suddenly told - with no warning that all colleague reviews reflect serious issues. no plan - just change now