The Cigna Group reviews

Lack of opportunities with respect to professional growth and upward mobility

HR within Cigna does not function to assist employees with on-boarding, education or career advancement. It function more like the Cigna Gastapo. The yearly performance review process is not based on true performance. It is based on the needs of the company. Rankings are quartiled. Regardless of ones performance, 50% of individuals in each department will receive a mediocre review and no merit raise or stocks. It is common knowledge that the pool of money for raises and long term benefits such as company stocks are also reduced each year when "Corporate" raids the pool to provide higher raises at the "Corporate" level back east. Management is top down, clickish and poorly monitored. The physicians in Cigna Medical Group have little or no opportunities to participate in the leadership and organization of the group. It is very much like the "Wack a Mole game. The individual who complains about anything gets waked. This has resulted in many new physicians to the group leaving as quickly as they can. Several of the Medical Directors have left for the same reasons. The physicians who have been with Cigna Medical Group for many years remember when the prime directive was to provide excellent care. It is very heard to leave the group when they are so near to the end of their careers, so they stay. The morale is terrible.