Maurice, Arun, Opella and Jill. Where are the leaders? Maurice is MIA, Arun has led and acquisition of a losing business and Jill is being Jill. Jill, you are making money and doing nothing. This is our leadership.
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The question seems to be where is Senior Leadership? What is the plan?
What is the actual question here?
To my for ex-Cigna peers it seems to depend heavily on which HCSC leader you roll up to now. The one we roll up to has been very engaged and we are already figuring out how we can begin working together and sharing assets. However, I know others who have not heard a peep. My suggestion is twofold, push your Cigna leader to engage with their peers but also just reach out to your HCSC peer on whatever team you align with. I've done this with a couple already and the HCSC people have been super cool and curious about what we do and how it differs.
Ultimately this is a bit like an old school dance with the boys on one side of the room, the girls on the other and the dance floor empty because no one knows what to do. You can stand around wondering why no one is asking you to dance or take the initiative yourself.
To my former Cigna peers, the door goes both ways. Perhaps you need to push your leadership to engage on the HCSC side. Our org has already had meet and greets with our new peers and engaging with them. We won’t be able to fully work with HCSC until we are off the Cigna network, but that doesn’t mean you have to sit around and wait for someone else to tell you what to do. Our goals and mission have not changed and likely will not until next year when we are fully separated.
Cigna folks - sounds like we just don’t do business like you all. I don’t think you are ever going to get the specific goals and metrics that you are looking for. Looking for some measurement stick for success? It’s called go with the flow, don’t fight the system, get paid and deal with it. This is not an innovative or fast moving environment. People have been here for ever and will fight you every step of the way if you bring in new ideas. I think you all need to accept the reality that HCSC doesn’t value the same things that Cigna did. It’s best to su-k it up and stay quiet and not make it harder on yourself.
"People who got to keep their job"? Who are you? And,this is the way "Blue"does business? My goodness...talk about out of touch with market forces.
Seems to be a lot of talking from people that got to keep their job. Look, HCSC works this way, things are antiquated. Believe us, we know. People are always surprised about how slow things work because it's 'Blue'. Just chill, and sooner than you think, you'll be complaining about something else.
I understand that you ex Cigna employees are new to the HCSC way of doing things, but this level of communication is par the course. You won't get any department specific answers or direction until shortly before the quarterly all employees town hall, where things will be "announced".. collect your paychecks and enjoy the honeymoon period.
Do you honestly believe silence from leadership is job security? Communication is a must, it drives expectations and minimizes uncertainty.. Not knowing who will lead the Medicaid business is puzzling. Especially when your boss.
I found some Cigna employee pages as well as this one regarding HCSC’s purchase of the Cigna Medicare business. There seems to be a lack of communication from HCSC. If you think it’s bad for employees, you should be a Cigna/HCSC client. I have a Supplement, not Medicare Advantage, with Cigna and we have literally received no information what will happen to these plans. My Cigna inbox had the same PSA announcement of the sale that the news media got, saying the sale was completed and how happy they are to have us as customers and how much they care about our health (LOL….sure they do!). I couldn’t imagine HCSC spent +$3 million and not have specific plans. However, reading these pages, maybe they don’t. I hope I still have a Supplement plan in 2026. My state requires underwriting so I can’t just go get a new plan without a hassle.
Sounds like you are inventing reasons to be concerned. I've found the less leadership says to us, the better it is for morale, job security, work quality, etc.
Not weekly calendars, but some communication. The Org charts are incomplete. Also, an update from my manager, who states she knows nothing. Who should share the information with my manager?
Former Cigna employee here. Who are these people anyway? Since moving to HCSC we’ve had so little communication from anyone. Don’t even know who any leaders/managers are in this company, let alone who even heads up the department I’m in. Never seen anything so unwelcoming and unprofessional in all my years working in corporate America. Unreal.
I’m not sure about what is in meltdown because I personally don’t have visibility into what the goal/plan is and how we are measuring against it. I don’t think “Cigna” is in meltdown but I think the business as we know it is at significant risk. If we are on track, and the metrics support it, then we should all just be told that. However, from the vantage point that I have of my own business unit/team, I know the work has ceased because we do not not have the same roles. It would be simple to solve the angst- show is the metrics and how they are performing against baseline expectations.
What specifically is melting down right now? Please share specifics beyond Cigna.
I’ll take the weekly calendar. Maybe that would help us make sense of the complete silence from the top while everything below them is in a slow silent meltdown.
Should Maurice and Jill be sending you their weekly calendars?