UnitedHealth Group Employee Reviews for Manager

"This is not a Pro Employee company.They only care about profits."

What do you like about working at UnitedHealth Group?

"I like the appearance of relocation opportunities, and the opportunity to learn a great deal about managed health care."

Do you have any tips for others interviewing with this company?

"Try and get the highest salary available. Once you are employed there, the raises are very small and sometimes put on hold. Don't believe in future incentives, as they often never materialize."

What don't you like about working at UnitedHealth Group?

"I dislike the cliquish environment, lack of management accountability, poor benefits, and inconsistent policies. The policies should be the same for all, and there should be criteria developed for employees to attain privileges that are available to some and not all. UHG needs a real HR department that can affect change and hold managers responsible for their poor treatment of employees. Upper management is shielded from any real disciplinary action, and they behave accordingly. There isn't anyone that can be trusted to assist in resolving real issues. You will get plenty of lip service, and all complaints are saved and tracked, but that is about it."

What suggestions do you have for management?

"Executive management needs to spend time in the trenches. Webcasts and conference calls from up on high do very little to affect any real change. They need to pay attention to the (currently meaningless) yearly evaluations, and act on them. Currently, the interest is getting the bad scores to go up the following year but no meaningful follow-up to change. Managers can make a bogus promise to their staff and tell them that their department score is dependent on this to happen. I have seen it happen. Lies to get the score up, and then the manager moves on. It is currently a waste of time. Executive management should also review the mid-upper level managers. Are they good workers but poor leaders Place good workers in positions to do that work - not lead. Not all managers that can complete tasks on a spreadsheet are fit to lead. Cross-departmental career paths should be developed for all employees, so that other opportunities exist even if their current department is being downsized. Executive management should invest more in the training of its people, and realize that there is NO FORMAL TRAINING PROGRAM outside of customer service. Web-based classes do not help adults learn. You want better/loyal employees - invest in them and get rid of poor managers. If not, do not be surprised at the wealth of knowledge that walks out the door as the market improves."