Thread regarding Cigna layoffs

@191 especially all the VPs of VPs that don’t actually DO anything other than obstruct, delay, and complicate everything just to justify their existence. Why do we need 4 different approvals for cr-p when the VP doesn’t DO ANY ACTUAL WORK??? I’m looking at you network management!! Useless management that couldn’t do the actual job if their life depended on it. Life long corporate bootlicking schmucks. I’ll see myself out…

@1az Not sure what your intention is behind that comment. I had to let go of the consultants that reported to me. I had to interview people in HIH. This happened gradually. But now that’s how the ratio. I am only receiving end of it. My several attempts to change this failed as its coming form people way way above my pay grade. There is no point questioning them as all my attempts of negotiations were shot down.

@mg
How many the 10 "roles" you had a hand in "moving offshore" also felt or had been told they "always been a top performer overall", how many of them "Never thought [they] would be in this position"? Maybe one of them could help you get a job somewhere else.

good. Hope my last cr@p boss gets the boot. Majority of them should be booted. They don’t know how to manage anything.

I think management positions are at the highest risk now more than ever because of HIH and AI.

Start looking. External is better but internal ok too

Asking for a package is a thing?

Thank you all for your inputs. I am sensing from the responses so far that everyone including me thinks i am on thin ice. Took a while for me to accept the situation given I have always been a top performer overall . Never thought I would be in this position. But here I am. I will start looking aggressively internal as well as externally and see what sticks.

You may be qualified for the early retirement offer, supposedly coming early next year. Consider it, if appropriate, as you review your options.

If you have a lot of years in, then I’d wait for them to let you go just to get the severance. Only you can determine if that’s worth it or not. Either way, start/keep looking for other job opportunities.

@av you are just saying what I have been sensing already. I first thought I am not the only one. Which is partly true as some of the other SMs I know are in the same boat. But the fact that I haven’t received new teams to manage or any additional responsibilities makes me skeptical of my future in my team.

This is going to be very blunt but I think you need to hear it:

Your team will continue to get smaller until there is minimized risk of laying you off. You can either leave on Cigna's terms or your own.

Without knowing more it would be very hard to predict the timeline for how long you have left. Start looking externally.... now.

Ask for a package and get out.

Personally, I'd leave Cigna.

Between AI, jobs moving to HIH, poor stock performance, and continued staff reductions, it's not going to be a pleasant or stable place to work.

While the job market is a little tight now, there are still plenty of remote jobs available for the right people. Sharpen up your technical skills for specific individual contributor roles. Take some online courses to learn Python and Machine Learning to augment your existing skill-set. That looks great on a resume and the automated resume screeners will pick up those keywords.

Just my 2 cents (43 years of experience and almost-retired software engineer).

@a3 as someone who was a manager like OP - what does it mean if your direct report gets told to do a succession plan? is this bad news? my manager won't tell me anything and I want to prepare.

@a3 Thank you for your thorough response! I will start searching internally while I still can. I was feeling quite cornered over the last few month. I was never “in” on things when it comes to hiring from HIH. Just on the receiving end. It was very frustrating that the team I built over the years is being let go . It will be only matter of time when they axe me. What are you doing now? Did you also move to another org within Cigna ?

ETA "whose team was dismantled several times over the last two years..."

If you truly want to stay (which if you are objectively paying attention to the company, would not be recommended by most) I would say look for a role with similar people management responsibilities outside of technology and in a different org. A lot of what we do is transferable. Do it while you can look in Iris and see who the hiring managers and the team members are so you can reach out/connect with them. Many jobs are prioritizing internal candidates and referrals. You have a HUGE advantage as an internal person for any role. You will lose any and all advantage once you look outside of Cigna.

I say this as a person who had a similar role as you whose team was several times over the last two years, including me this time, after just receiving a stellar annual review and receiving nearly 100% of my bonus which no one else in my org met.

It is important that if you look outside of Cigna to have maybe 2/3 role types you would target so you can stay focused and not drift too far from your core/key strengths because many many many people are out looking for jobs and presenting the job market/hiring managers with skill sets and experience levels all over the place which is making it difficult to navigate the job search for the seeker and even more so to the recruiters who have to find the right fit. The closer you are to specific roles, the better you will stand out and get interviews. I know it sounds elementary, but recruiters are not even trying to think hard (let alone outside the box) or creatively to fill roles.