Thread regarding United Healthcare layoffs

@1e4 They can’t do it however they want.There is a very tight range for each person based on their rating, current salary and where they live. Plenty of people were only allowed a max of 1%, but the system wouldn’t let them go below 1%, so they got nothing, while others on the same team got 1.5%. If they got a 5 the minimum was 2%, which took $$ away from everyone else, so no one was given a 5.

@e6 Then you’ll just get laid off in the next cut.

Only 10-15% of the whole team can get a 5, about 30-35% can get a 4. Everyone else gets a 3. Since they laid off a lot of the 3s, it’s even harder now. Most of the leaders get a 4, so the 3s are left for the workers.

Even if your boss puts you in for a 4 or 5, they don’t find out until a month later if it’s approved, it might just come back as a 3 and there’s nothing they can do.

@2ck you must be new here.nobody matters and nor does your pay.the cost of living is increasing and you wont see 1 cent of concern from the cold,soul,of this greedy corporation,and that starts at the top and rolls down hill like a tu-d.now get back to work!

@2ck shut the fu-k up.

True! Last year I was a 4 with a 1% increase, this year a 5 with 0% because I was maxed out for my paygrade. Funny thing is they "updated" the pay grade salary ranges effective 2026, but got sc--wed for 2025. And they have done away with RRP bonus' so imagine working an entire year without any more money. How productive or engaged so you think I'll be? I'm just showing up to get my check and double flipping them off every day at quitting time!

I want to share something respectfully that I think many of us may be feeling but may not always say out loud.

Lately it feels like the workplace has become increasingly difficult to navigate with constantly evolving metrics, expectations, and processes. Every major season it seems something changes — a new metric is introduced, another is removed, or something else is adjusted. On top of that, having to bid for schedules repeatedly makes it feel like consistent schedules are never really guaranteed anymore.

The uncertainty alone can create a lot of stress. Many of us care deeply about doing our jobs well, but it’s hard not to feel anxious when things keep shifting and when communication about those changes sometimes comes through an email late on a Friday rather than through open discussion or meetings.

Another piece that’s difficult is being encouraged to keep applying for opportunities internally, yet often not hearing anything back or seeing those opportunities materialize. After a while it can make someone start questioning their value and where they truly stand.

I’m grateful to still have a job, and I know many of us feel the same way. At the same time, it’s okay to acknowledge that the current environment can feel overwhelming and uncertain. I think many employees would benefit greatly from clearer communication, consistency where possible, and reassurance that the work we do and the people doing it are truly valued.

My hope is that we can move toward more transparency and conversation about these challenges, because many of us want to stay, grow, and continue contributing — we just need to feel like we matter in the process.

@OP How many 4’s and 5’s are alotted? I spent the entire 2025 working extra projects, working late every night , training people, writing sop’s and have a collection Bravos and received a 3. I’m p***d.

Change %: 4.27
Pay increased from 21.16 to 22.08

@pz managers are given a budget of a certain amount for Merit and for RRP. They can distribute that budget however they want. If an employee is about to transfer or transfers during /around review time, that employee’s budget goes with them to their new team.

Good, they will get rid of you guys before me.

@pz not capped but they are questioned. If it’s proportionate then it’s ok, but if it’s skewed they have to justify why. They can give out 0% if they want, they don’t have to comply with the suggested or recommended rates. If your leader knew you were leaving, they certainly took that into consideration. I’m sure you got sc--wed

About the merit percentages: Are managers capped at a certain amount they are allowed to give to their employees? Can they give out less than the max percentage allowed? Also, if they knew an employee was about to transfer to another department before the review and merit documents were finalized, could the merit increase for that employee have been reduced and split amongst the employees who remain on that manager’s team?

Thanks for confirming. My new mantra is “rate me low the work is slow”. I’m over busting my a-s for a lousy 3 and no raise.

Went from a 5 last year to a 3 this year and Im doing triple the work i did the previous year working through lunches staying late......Not anymore I will work the best a 3 can do.