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I have been working at CignaRecommendsNeutral OutlookApproves of CEORecommendsNeutral OutlookApproves of CEO
Work at home opportunities, career development, tuition reimbursement, 401k contribution match, sufficient PTO (although stressful to catch up when returning from 1 week off). With each opportunity I've taken over the last 10 years, I have enjoyed my teammates and management more and more. If you set clear goals, management will offer stretch assignments and development opportunities to get where you want to be in the company. Easy to impress if you make a little effort to think outside the box or help the team succeed.
Entry level teams tend to have more low performing employees and management, because the company aggressively pushes for promotion from within (even to the point of forced promotion). The intranet HR site claims that salaries are based on market value % and within 3-5 years of high performance you should typically be around 100% market value. I personally have had excellent reviews for years and am still only around 75% of market value, which makes me feel like my extra effort is not appreciated. On a side note, if you are camera shy you're probably not a fan of management's latest development of enforcing use of webcams in meetings. Also, although they have made a push for technology improvements, the claim processing systems are still very glitchy. (On the plus side, at least they'll require claim processors to apply the manual workarounds! If the system worked perfectly, why would they need so many employees?)
Advice to Management
Would love to see more incentives and development of "lower level" employees to encourage a good organizational foundation. If all strong claim processors (for example) are all promoted, there are more errors made at first touch by the less developed employees causing more clean up and follow up calls. Also, I would love to see stronger employees given more mentoring roles and less micromanagement. Sometimes it feels like a strong performer who is willing to take on new projects is targeted for all projects and difficult scenarios to avoid confrontation with other employees. Please spread out the work and/or provide extra compensation for those high performers!