Thread regarding Optum layoffs

As someone whom was in a role that saw the raw data for these employee surveys I would never do them. Despite what they tell you they are not anonymous… Why do you think they are linked to your employee number? They also dig down and they can tell specifically whom your supervisor is. I never do any of the surveys any longer at United.

Normally I just adore surveys..But not when my purpose is to give false feedback to protect someone I have absolutely zero respect for. As I am leaving, I did state my actual observations. Not that it will likely matter, nothing I said was not already known. It just felt good to "write it down" as I am frequently told to do.

There will be department goals related to any low scores in a particular area. This means more work for both managers and employees related to this next year. Also it can effect budgets for departments. There are not many positives to scoring low if you are trying to punish a certain manager / director but I can see why people do it and also are answering honestly if they are in a particular bad department / org.

https://www.thelayoff.com/post/@1urp+1p2npFF2
FYI...NCQA does NOT require employee surveys. That is a false statement.
NCQA standards require member and provider experience feedback; not employee experience feedback.

No, In my experience they get promoted. Inner circle …

Sounds more and more like they should just rebrand the company as “Gangster Healthcare” using the code of silence to control employees.

I put first and last names in surveys with some real juicy issues and our department got a virtual sit down meeting with our VP.

Hand delivering all the materials and evidence of the maltreatment of our direct management chain made our VP furious since our manager was withholding all our issues and information. Let’s say…. I wish I would’ve recorded it as our manager stumbled over their words like a blubbering child.

Your manager can see your responses. Supposedly, the surveys also determine the budget for the following year.

I have never completed surveys. For two reasons:

1. I believe if you really want to know my opinion we should meet and talk about it. Have a real give and take dialog, not radio buttons and checkboxes.

2. I had a coworker who loved to trash people in surveys. He would even try and persuade the reader towards another co-worker, like "As a young professional woman..." or "Being the only minority worker over 50 in my group..." He was a real piece of work. I think Surveys are garbage in, garbage out.

I’ve had an org of 30+, years of service is not tied to the feedback. Perhaps the PBP’s (people business partners — human capital) have that view but it is not shared. Managers across the org are on the hook for poor employee experience score - so be honest in either direction. However when you write comments those are visible and managers try and figure out who said what - so don’t add specifics if you are concerned.

What a question. Probably they know everything even if it’s not legal in many states.

We are actually all being required to do them together in our weekly team meeting. No sir, no ulterior motive there…

Ref NCQA required survey- quite frankly, much like regulation/compliance- lack of transparency to ensure bottom line is met. An org like this has paid over $1B in fines (including putting PT at risk), yet they continued to thrive.

The Board just look the other way as long as share holders getting their ROI years after years.

I’m in agreement with the top/down toxic culture overshadow any integrity or ethic.

If enough people take a senior leader to task, their leadership can light a fire under them.

I've been in several different parts of the org and from what I can tell, there is at least some level of "punishment" if scores aren't high enough.

Good leaders will use employee-driven initiatives to actually improve.

Bad leaders will use top-down initiatives thinking they know best.

I'm in an org that uses punitive/top-down initiatives and in the end - leadership will win. I was so tired of all the stuff they are handing down that I just lied on this survey because I give up.

The surveys are for regulatory requirements. NCQA requires them. The board and the shareholders are also privy to the results because a company that is not engaged and has poor morale affects the bottom line financially. So poor survey results equal loss of revenue.

If it requires an employee to log in to complete it - that means responses can be tracked. Many will not participate plus who cares, they don't. It's just an exercise that they do to appease the masses and makes people think they are doing something. Nothing changes anyway. It really doesn't matter. If it doesn't affect the bottom line, it just isn't a priority.

Managers can tell who answered what since they can see how many years of service the employee had along with other pieces of info. It's not that anonymous.

F it. Let the real and honest feedback fly. Managers only threaten a recourse of negative consequences when they know their butts are on watch and being monitored.

We were cautioned that any unfavorable ratings would carry consequences throughout. It was strongly advised in our best interests to provide positive, neutral, or abstain from responding to the survey.