Thread regarding Cigna layoffs

Be grateful you got a merit or bonus raise. Due to "restructure" my job was eliminated. I was told that since medicare wasn't coming board that I wasn't needed and that more jobs were going offshore because of pay. None of that mad sense because I was a band 2 so why would the team hire more band 3s right before the elimination. That makes absolutely no sense.

2. 6% raise with 84% of target. Sad part is I've never contributed more during my time on the team. Largest raise I've gotten was a 23% raise when I was about to leave for a competitor. Now back to being told I don't do enough complicated work and I need to be considered a " leader" 🫡

I had to get away after 23 years to see how badly I had been treated as a high performer. I am ashamed I drank the kool-aid and actually thought we were doing something worthwhile. Yes, I was promoted, given raises not commensurate with the additional responsibility. Watched men move up all around me who contributed less. Watched them take my ideas as their own. I had managers who would not back me for fear of their own future with the company.
I should have talked the hint with that.
Go find the place you fit in and you are valued. Life is too short.

To see what our senior leaders make, just look at the stock materials:
Base pay/EIP (bonus)/Stock grant
David Cordani $1.5M/$3.3M/$16M
Brian Evanco $950k/$1.6M/$5.2M
Noelle Eder $850k/$1.1M/$3.3M
Nicole Jones $850k/$1M/$3.3M
Eric Palmer $1M/$1.6M/$6.2M

Note the differences between the men and women - This is consistent with pay throughout the company.
Look at who the managers are - their gender & race/ethnicity - and the fact that we are laying off American workers to hire employees in India. Where do you think Cigna is headed?

Band 3 high
Merit 3.5%
BONUS 108% $8,100

Band 2. Top performer. $1500 bonus. Lowest it's ever been since starting years ago. Everyone I talked to in my area saw the same decrease.

#firecordani #fireELT #startover
Fu-k the incompetence and lack of ethics or morality. It will never change, the board are weak puppets lead by the master ringleader himself. Just leave on your own terms.

Band 1 lol
Merit increase 4.14% or 0.79 cents
Annual “salary” $40,000
Annual bonus $1328

I’m in my final year of college, can’t wait to graduate and find a higher paying role.

Band 4
4% raise
105% bonus - $15K

2. 5% merit which is insulting for the amount of work that was done & I’m a top performer. This leader is so out of touch and totally just demotivated me from doing my job plus theirs anymore.

Lower Band 4
Merit 5%+ ($4500+)
Bonus Almost 125% ($10k+)

I was surprised because this was the best compensation I’ve gotten in years but I also know I’m underpaid. Stuck around for the ability to WFH…. Realize now, it wasn’t worth it.

Still waiting to receive mine. I might be able to go in WorkDay at this point and at least see what the bonus will pay at for Friday.

Band 4, $15k bonus... oh and started receiving a 52 week severance as of 2/18. At least they paid out our bonus.

Are you kidding me ?! A $22k bonus and a $5k salary increase?!!! Wow. Band 2 and I got a little over a $1 raise and a decent bonus. But the difference is insane!!! Us lower bands would love increases and bonuses like that … we are worked to the bone, every second of work is tracked… even key strokes and mouse movements are tracked!! We deserve that too.

Realistic merit raises from what I have seen over the years is 0-4.5, each team gets a pool of money to work with, not everyone can get the top, not everyone even gets a raise (although this isn't common), if you are getting the top someone else on your team is getting less.

I am a Salary employee Band 3. When I calculate my salary into an hourly wage and compare total comp from last year to this year, I got a total equivalent of $1.39 per hour raise. Meanwhile Cigna made Billions in Profit.

Is there any set range for the 2024 merit increase? Mine is under 4%. Wondering what the realistic high end of the range is.

I can relate to the two post below/ I left a higher pay job to work here at Cigna years before Covid due to it being a remote position. The first 3 years, got got a fair merit and bonus. Now I get crumbs all while paying more for everything. Many of my coworkers have been laid off, I've been assigned to go into an office I've never stepped foot into, and the overall culture is deteriorating. Cordani pats himself on the back talking about all the profit Cigna made, but we employees who brought him here get stiffed. This new year, you can say I am now "woke" from Cigna. Bare minimum effort they get, my knowledge will not make it into and documents or P&P for someone else to make, I don't like to gloat, but I have single handedly done things that has allowed Cigna to do business in certain areas. They think things just work out without knowing what I really do. All the people who trained me and know what I do have either left or been eliminated. I've been reorged so many times that my boss has no clue what I really do. So I am not talking nor bringing up these important tasks anymore, I am just doing them silently while looking for another job. When I find it, I will hand over a very generic P&P to my boss and let them figure it out.

Wow, that last post was so relatable, I could have written it myself! Except I'm band 3. We're definitely not alone either. A lot of us are exhausted of sacrificing ourselves with the misguided notion that Cigna might have loyalty to employees that have devoted their life and health to their careers. I feel pretty stupid. And our managers have bought into it too and act like the corrupt police force for the ELT as they get obscenely wealthy off of our time and efforts.

Band 4 with direct reports. Got the equivalent of $2.00/hr salary “raise” and 102% of annual bonus target. Basically the bare minimum-ish you can get, and therefore they will get the bare minimum-ish out of me.
Same thing happened with last year’s annual and I had suffered and sacrificed so much over that prior year; to the point of making myself severely ill and I’m still not fully recovered. So, don’t blame the economy or headwinds… plain and simple, it was up to one person’s attitude on one particular day in January.
After the disappointment from 2022’s efforts, in 2023 I pulled back my ambitious tendencies, gave enough but not too much, worked only 40 hours a week, etc…. And still got the same mediocre recognition for my efforts.
The company does not own my health or sanity, it is a transactional relationship and they’ll get only the time from me that they pay for and for the amount I deem worthy.

Comp will be a mixed bag—
1-just because you feel a team member performed at a rate, does not mean it was fully funded
2-funds include factors like company performance, department & role function, & job contributions
3-most importantly—they should be differentiated against peers (9 block)

It’s a business people. The model is structured to drive value & growth. While it feels personal, it is to sustain the company. Sorry, but everyone gets a yellow participation ribbon does not motivate— for this reason, life has to be different.

To “I didn’t get mine yet…maybe I don’t get anything at all”… I have not had mine yet either & it has me confused. I inquired, but I’m still waiting to hear back.

Band 4. 4500 merit 12k bonus
Average, for above average work, favoritism lives on.

Is anyone looking forward to doing actually scorecards this coming year?

I have debated on posting here many times as my feelings are directly related to my own circumstances. But I figured what’s the worst that could happen, this platform is supposed to be a sounding board as many of us are all feeling the pressure of the changes and outcomes. I think this particular thread probably highlighted best, the truest of feelings.
“Be grateful” Your right we should be grateful that we are still working and have the opportunity for raise and bonus. However maybe those who are expressing their concerns about the amounts have households that were impacted by job loss and this is the only income, or have had just one income coming into the role and depend on these raises and bonus to help offset the rising cost of everything.
For those who were laid off, I know it’s hard to read through this thread without feeling bitter and angry. I hope you find better opportunities and realize the value in your work and worth and find something not as toxic as this.
“If you were truly a high performer” I can personally attest to the work I did and have metrics to prove it as well as tracking systems that show the amount of time spent attempting to achieve those and went above and beyond. You can only do so much when systems that are in place, consistently fail you and your work flow despite addressing those concerns over and over again only for it to fall on deaf ears because of the band I am in. Apparently band equal knowing what’s best? And before your rebuttal of then do something about it, I ask what would you do? If you speak to those in leadership roles it only goes so far, if it even goes anywhere at all other than “circling back” while I don’t think this is entirely on the leadership I’ve personally spoken to our voices get smaller the further up the chain it goes. I have been bounced around a few times since coming here, so how is leadership supposed to really get to know you and your work? There is a flaw to some of the metrics and I’ve become overly familiar with the numbers and projections and how workflows impact them but do you think anyone truly dives into them? To actually see the what is going on? No they just want to see green above the required amounts no matter the circumstances.
“Then leave” Again I can only attest to my personal choices but I came to this company turning down a management position thinking I would learn something new in this field to better help and serve and potentially work myself into a position that would have a larger impact overall. The opportunity to get into these roles are very limited and with specifics of doing “xyz” and that is clear as mud. Where are the career paths? How are those navigated? Some of our current positions leave leadership very narrow minded about our abilities.
“Kind of getting tired of people not understanding the pay difference” This comment is really what brought me here, to honestly think people don’t understand the difference is laughable and the entire comment really speaks to how very out of touch or your lack of understanding of what people are expressing. We completely get the difference, I may not personally be able to tell you who is aligned to those roles but you certainly highlight your role and have no problem telling people your value. So allow me to speak to mine- I am Band 3 I am a nurse and the amount of sacrifices I have made in my career before getting here far surpasses what you speak of. The amount of holidays missed, weekends worked, 16 hrs shifts, family events missed, calls when you get home to ask if you can pick up shifts I could literally go on for days about every sacrifice made and it doesn’t stop there because in this role I adjust to the countless changes and work well beyond my shift and stress because of the lack organization and lack of general knowledge in many areas. The amount of work sometimes for what should be a simple question is unbearable. My sacrifices, skillset, and knowledge base allows me the ability to effectively do my job and do it well. The amount of times many of us have mentioned ways we think workflows would be positively impacted and scoffed at really shows how “open to ideas” this company is but Im just going to accept that big egos have little ears. You are not speaking to a group of people who have a lack of understanding of sacrifices. Let’s not mention the years of knowledge that directly impact the most important part of all- our customers. I completely understand the importance of every role whether customer facing or not. The comments are directed at our overall value and how it’s measured and sometimes not fairly.
“Make sacrifices and put in the work” is the most demeaning comment I’ve seen yet and I hope you take this comment and do some self reflecting.

For Band 4 $9200 merit, 41k bonus and 28k in stock. This seems unrealistic for a Band 4 - maybe for a band 5.

A link to my Band 6 bonus

https://i.makeagif.com/media/4-26-2015/xfog66.gif

This thread is wild! I’m a Band 3, and what this thread tells me is:

1. My manager is amazing to me. My bonus and raises are more than acceptable. I meet metrics and go above and beyond - But I think I’m also an overpaid Band 3.

2. Many Band 4s are also overpaid. I work with some Band 4s that probably earn what they are given but for the most part, the Band 4s I know are promptly logging off at 4, ask Band 3s questions routinely, and come across as propped-up unknowledgeable, a--holes. There’s consistently legit speculation that some aren’t able to get fired due to some sort of protection status. They are that bad.

But, better and smarter in some ways than me, I guess, lol. Keep riding the system or whatever you’re doing.

“ This post has really highlighted how some people are here just to be miserable and complain.” yeah because layoffs and corporate malfeasance are something to be happy and excited about.

“ You knew what your compensation potential was when you accepted your job offer.” yeah, but a forum like this is nice to find out that being told and documented for being a top performer but ‘Cigna doesn’t have the budget for bonuses this’ is a total lie when many others get decent bonuses and raises.

“If you can't find another job, then maybe your skill set isn't worth as much as you think.” BS. I triple dog dare you to find another job at equal or higher pay right now. I guarantee it will take you 9-12 months. The job market is as f—ked as your unempathetic corporate brainwashed slave mind.

This post has really highlighted how some people are here just to be miserable and complain.

You knew what your compensation potential was when you accepted your job offer.

All this talk of "my resume is ready". No one is making you stay. If you can make more money somewhere else, you should 100% go after it. If you can't find another job, then maybe your skill set isn't worth as much as you think.

What a tone-deaf thread to post on a layoff message board.

These band 4 comments are horrible. Over a decade at this company, Band 3. Work my a-s off. Barely ever get much bonus. 2-4% raises. My quality and prod are on target or higher, My attendance is almost perfect. If top mgmt knew the inefficiency we see daily…they would cr-p. You know what we got? Cut from Salary to hourly…lets see what my new “hourly” rate is. Loyal to this company…yeah, as loyal as they are to me. Resume ready…

B3, 2.81% merit, $2,300 CBP.

Hourly and got a 62 cent raise 😂😂

Reply to

Be grateful you got a bonus since so many were laid off the past 4 months. We didn't get nada.

I know that the majority of those job eliminated in my organization did receive their bonus along with their severance. The only thing that was off the table was the merit increase that I think becomes effective in April or May.

Low band 4, been doing high band 4 work for years (since there isn't one in our group, I report to Band 5 and they refuse to promote anyone).

Merit: 4.5% ($6k)
Bonus: 102% ($15k)
LTI (Stock): $15k

If you were really a high performer you would have not gotten this level of bonus.

Post from TheLayoff.com

I’m kind of getting tired of people not understanding the pay difference in the bands and how that translates to the work and stress. To the band 4 who got the exceptional bonus and stock congrats. To the person who commented that that’s equivalent to 23 band 3 employees that’s sour grapes. Not sure what the band 4 does, but at Cigna when you get into the high band 4 roles, band 5 and above your responsibility increases significantly from a band 2 or 3. You could be managing budgets and or projects that are in the 5-20 million dollar ranges and be responsible for them being successful. Many of these projects end up are saving Cigna at least a 3-5x multiplier in either cost or driving new business. Many of these high bands work 60-80 hour week, no OT, travel and potentially miss important family events. How many band 3s and below who have transactional jobs can say that? If you want higher compensation then maybe make the sacrifices and put in the work to get there! But understand there is a significant amount of stress and responsibility that goes with it!

Be grateful you got a bonus since so many were laid off the past 4 months. We didn't get nada.

Reorgs ruined my bonus. Under my former boss who understood what I did and effort I put, I would have gotten a good bonus. However due to a reorganization, I am under a new boss who has no idea what I have done so I get little compared to what I have before. I don't unusually allow things to get under my skin, but this is affecting the mouths I have to feed.