The Cigna Group reviews

Upper management, hands-down decisions that contradict promises made during on boarding, and there is a constant change of direct supervisors to hold accountable for assurances that can no longer be met. Computer equipment and software used is generally pretty good, but when there is an issue, it’s snowballs and they end up using your PTO vacation time to cover for downtime where their equipment does not work, and the employee is in no way at fault. To add insult to injury, management will actually give you written or verbal warnings for going over the allotted amount of time to deal with tech issues regardless of who’s fault it is.

Constant change at all levels - reorganization, rolling out processes half-baked, no support when things go wrong, scrambling to plug holes. Company is losing a lot of talent - much of it people leaving to take better paying jobs elsewhere (40% better pay for the same mid-level salary job, in some cases). Cigna does not pay at the top of the market range for almost any role, so you need to negotiate hard with HR from day 1 to get as much money as you can. Multiple recent Town Hall events where someone asks about cost of living adjustment, and the answer is always that "We're a pay for performance organization; we will not consider this". Meanwhile, the rest of us are left to pick up the extra workload when someone leaves. It sometimes takes months for a replacement hire to be found. There's no extra pay or compensation for doing the extra work at this level. Bonus/merit is once a year in March. Also, there's a loyalty tax if you stay with this company. You get 2.5 - 3% raise each year but then new people come on board and make more in salary on day 1 than someone who has been in the role 10+ years. It's a shame. The company has 73,000 people, so if you want to advance your career, you have to network. It's about who you know, who you can get in good graces with, not what you know or how talented you might be. They preach a lot about diversity, equity and inclusion, but if you look at the Board and Executive Leadership Team, look at who is getting promoted with all of the constant changes and reorganizations, it's often white men. Not seeing a lot of women or people of color regularly being moved up the ladder.