Humana reviews

Seniority is definitely favored over competence. Too many managers have been here too long and just are not up to the task of leading a Fortune 100 company. What aggravates the problem is that many of the directors and VP’s are unable or unwilling to move or remove their ineffectual leadership. VERY little training given to new managers and again, most are out of their league (Peter Principle). They are on their own once they get promoted and as such most do not have the tools, much less actual experience to help them. There is a big divide between the Manager-class (who can get yearly bonuses) and the associates (who don’t). There is no standard of performance across the roles. Your promotion potential is more dependant upon the interest and qualities of your manager, than your own capabilities/education/competence/experience, etc. Some sections promote often and early and others only once in a blue moon.

Little to no communication from leadership. Very inside the box thinking. Even though they pay certain associates high salaries they are not looking for you to think strategically. So while your pay will be sufficient you will become extremely frustrated if you try to be strategic. Often you will find yourself wondering if you have just stepped into the twilight zone. Turn over is extremely high and leadership gives no communication on how they will handle transition.