I started with Centene about 3 years ago. I came from a leadership background of 18years and wanted a break for management. In my short time here with Centene I can’t get over how horrible the leaders are. It seems as though not one of them truly knows how to be a manager or they are so insecure as a manager they have to micromanage people on their team. Some of the leaders I have had in my roles were absolutely clueless on how to manage. They never could communicate to the whole team at the same time. They would forget things all the time. Can’t even explain how to do their job or talk in circles. It’s embarrassing. Does anyone in a leadership role actually have management experience or are they just hiring people off the street to run a department. There are also leaders without anyone underneath them LOL. How can you be a manager when you don’t manage a department or anyone?
20 replies (most recent on top)
The management style comes from the top down.
Post the supporting data by “state” for the DEI hire statements. Include the hiring and promotion data for transparency to support the DEI hire comments. Or tell us how to find it. This appears to be a recurring topic. Let’s face it with data.
@OP Similar situation. Imagine how I felt being told I was RIF'd after leaving a company I had dedicated 20 years to, only to be let go from this company after a few months. I keep thinking how nice my severance would be if I still worked for the other company and had to go through this.
dei where???????? Give me a break!!!!!! All these top leadership folks are pretty much white men or white women. Not to mention the amt of white folks on linkedin posting about taking vsp, having manager roles and admitting to no degree whatsover, talking about their new start in their AI generated posts. The current admi is why our jobs are at risk now- simple, if you voted that wat thinking its gonna hurt others now its hurting you- and yes i am a highly qualified, 3 degrees with a license, black immigrant woman who still has her job .
We don’t look for servant leaders anymore. That used to be what was looked for when hiring for leaders. But ever since Michael passed away, we hire people who don’t have a clue or who think micromanaging is the way to go. It used to be: put your people first and the rest will follow. It hasn’t been like that in a very long time. People who have been with legacy Centene know what I’m talking about.
Cronyism is the issue. Combative leadership styles and a few other factors.
@a8 What "DEI hiring phase" exactly? I keep seeing "DEI" thrown around in this post, but it's all hearsay and vibes. Where are the numbers? Where's the proof that hiring was skewed in this way? And when? You all find out you have black colleagues, a Hispanic supervisor, and a team with more than one woman on it and the crying begins. It's incredible to me that somehow only white men can achieve anything of "merit" without anyone questioning whether they are truly meritorious, despite white men being the biggest beneficiaries of nepotism, s-xism, prejudice, and systemic racism both historically and contemporarily. The call is coming from inside the house.
@an comprehension is key. Like I said, I’m not in a leader role with Centene.
@OP According to you " I came from a leadership background of 18years " - which tell me they are not just "hiring people off the street". This seems to contradict your own story!!
@ag you should find out what DEI really means. hint: it’s not because people of color and women have jobs. it’s hilarious that you’re here complaining about “DEI” and “woke” when a big reason the company’s in a pinch is thanks to the current administration and its utter disdain for our health.
Agreed. Just give them the bottom line and let them do their job. Some PL can’t explain the bottom line so we have bottlenecks. It really depends on the stakeholders and if they want the job done or a lot of bottlenecks.
@ae NO, we need to keep mentioning DEI in a negative light, lest in come back when there is a party shift. You know full well that is what some are hoping for. And that is why you want it stopped being mentioned. Half of America does not want woke mentality in the workplace. We want a merit based system based in talents, skills, experience, and education alone.
@ad Agree. Personally, I would much prefer to report directly to a service level Vice President because I know there will not be a bunch of fluff nor micromanagement and we can get down to the brass tax of what needs to get done and accomplished snd by when. I just want no nonsense, tell me what needs to get done and the deadline, then leave me alone to do it, pay me well, and at the end of the day let me forget about work until the next day.
DEI does not appear core in these statements, so stop it. It looks mighty vanilla on top! Network has a lot to do in leadership. Now, keep in mind margins dictate the survival of this company as it is for profit. With that said, the company will make it possible to meet stakeholders expectations, investing in stocks is the name of this game. To meet the margins cognizant will facilitate the outcomes. Also, OBBBA crippled the entire healthcare market, so it is a mix bag 💰 that led to these decisions.
@a6 Today’s middle level leaders are similar to those middle person car insurance agents that don’t actually sell car insurance but just search for a car insurance company that offers the best rates and coverage.
In other words, might be a nice have but far from necessary.
Many do not have the minimum requirements listed on the job posting. Not even the education requirements. They were grandfathered in with acquisitions.
Due to the lack of ability to lead, they not only make things worse for the frontline, they cost the company contracts and business.
But their bosses have no clue how poorly they are suited for the position, because they are usually outsiders brought in that while they have general information on management, have no insight on what the root cause of setbacks are because the middle managers are unable to communicate concerns and solutions.
So many just deliver information and nod their heads in meetings because this is how they’ve kept their jobs, all while the company and the members suffer.
@a5 Agree. If you hire folks to be a leader based on anything but them being qualified for being a leader, chances are it will result poorly. But unfortunately that unequipped leader will not suffer but rather their reporting staff will suffer.
Problem with putting people that have either never been a leader or doesn’t have the needed temperament is that they somehow have the wrong perceived notion that a leader is synonymous with a drill sergeant. They think they need to give off an air of control and power and fear. Having the proper mindset to be a leader requires an abundance of genuine personal humility.
Unfortunately, I think that during the DEI hiring phase, a lot of the persons hired to be leaders lacked the proper mindset, not even to mention the required talents and abilities, which I did not even mention. I only mentioned the base mindset required. There is also specific talents needed as well. But I will refrain so this oost is not too terribly long.
My team can still function without my supervisor. He is only here to micromanage and ask for more work for us from upper.
I think DEI had a big hand in how these so called leadership people were hired. I can say from experience they are clueless on how to manage, support a team.
At least DEI emails have stopped due to the scale back of that nonsense.
@OP Agree. Instead of micromanaging, what middle level leaders should be doing, in addition to their other duties, is when they find out, within meetings or from their leader, what it is that leader’s department section is responsible, including any new projects, is then think of each of their reportee’s individual skillsets and talents. Then, fairly split up and assign the projects, with perhaps giving some suggestion guidance but not so much as to squelch their own talents to innovate. Maybe give an estimated drop date for desired completion. Then, step away and leave the projects in their employee’s hands, trusting them to do the good work that they desire to do. Maybe tell them that if they run into any obstacles or challenges that they are struggling with to feel free to reach out to them if wanted or needed.