The DCO is just plain lost and not qualified. So many say she is also not trustworthy, I’ve heard this too many times now. Our VP is just as bad in different ways, just cruel and thoughtless. I attend TAP and when she attends what she says about staff is reprehensible. No integrity or leadership value in these 2, who do you tell?
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I’m safe! My state is west coast and has su-ked since the May layoffs and just gets worse and worse. Poor leaders who are no way near what their predecessors are and they aren’t even local. Our VP was clear we performed financially better than anyone else and yet they won’t honor our work.
I gots job offer!!! I shadowed with new team, it’s night and day! I’m going to accept just a matter of timing , while team is looking to try to join as opportunities arise !!!
Such relief!!!!!!!!!!!
Once /if I get layed off I now have enough proof of the DCO caught in lies and also not replying timely if at all to critical needs. I know it seems selfish to preserve myself but I’m not even sure optum hr will do anything. I did get a lawyer they feel there are certain grounds legally if someone wishes to pursue though that scares me though I then think why not I’m not coming back
Bad leadership can’t get anyone sued, however lying can definitely as it can impune your own integrity and image if you espouse the lies you had been told. Why have they not been removed? I’ve been hearing about this disaster of a new division since it began. Clinical leaders came out the gates changing everything and it went sideways, the DCO I’ve seen in action and it’s painful to watch, they lost tons of qualified employees, and the business side kept selling a bad product.
If we’d dismiss them with prejudice for what they did Optum could level set back to what they did before the great experiment aka joke happened. My state won’t even continue IESNP in 2025, but others states will and they did better before. Time to correct course. I’ve known KP the VP for ever. Get her as far away from this as possible
Reminds me of the story about the Toad and the Frog, with the Frog telling the Toad he can swim. The toad tries to swim and realizing too late the Frog has no idea about being a Toad.
Hate to break it to you but bad leadership isn’t something you can “sue” for— if it was this company would be gone years ago. Now if they are saying things that are illegal, or non compliant in anyway shape or form then you should be recording everything- as long as you are in a one party consent state. You also need to consider that the person you are recording is residing in a one party consent state at the time of recording also. Teams meetings can be recorded but it alerts everyone if the meeting is being recorded so there’s that
So I read two party consent is phone calls most states don’t have teams meetings laws?
Sad to need to record things as leaders are so horrible.
Better be aware of the state you in and what laws apply to recording conversations without 2 party consent.
I was going to spill it all in the survey as I’ve seen Sue exposed lies where she says something isn’t possible or that Kim won’t allow then , when Kim speaks she says the opposite or acts upset.
Not that Kim’s someone anyone trusts or respects either. Everyone just thinks that those two will be moved somewhere else at some point.
You should record it with audio through an app called snag it, you can download for free and the Optum App Store. Then speak to an employment attorney and possible the DOI and DOJ.
I have to agree, I’ve heard Kim, she has said the most horrible things as well as emails with poor non leadership material responses. Sue lied right to my face and I knew she was and called her out, she wouldn’t own, I’m recording the meetings after I heard this happen to others so I can take to HR if I absolutely need too. Shame on their leaders! They know and do nothing.
IESNPs leadership reputation is an “unspoken” but known element. Someone is likely to sue.