Micromanager Leadership. Tenured employee over 20 years does not need this or appreciate this. Negative

Negative; we are not heard, if we are heard we get canned responses or our Leaders don't respond at all.

Practice what they preach, LIVE UHC CULTURE

Stock purchase options from Employer

Leaders to be honest and LIVE the UHC Culture.

Collaboration, willingness to help each other, come up with solutions

What makes me most happy at work is Salary and bonuses

Collaboration and support are a couple of the best things about my specific team

Acting on projects, keeping their word, disseminating information downstream, getting other Leaders to follow suit

Overseas recruiters; language barriers, time zone differences, lack of convenience, harder than it all needs to be.

Practice what they preach (our values/culture) verse overly concerned with procedure at the expense of efficiency or common sense.

See all above answers - Sr. Leaders practice what they preach, NO WORK LIFE BALANCE, immediate leaders do not practice what they preach.

Pay for performance touted but not adhered to. High expectations from all employees yet we are not compensated for going above and beyond.

Meetings; not enough time for questions, too rushed, too much information, when questions are asked ahead of time you receive canned responses and often your actual question is not answered in it's entirety.

Speak Truth, take their words and put them into actions - they claim they do but the proof is in the pudding that they do not practice what they preach or speak truth to us.

Too many over seas Recruiters; creates language barriers (saves UHC money...not worth it unless the position is overseas), time zone conflicts, no answers to resumes submitted and resubmitted over and over. Negative overall experience, needs major improvement.

No bonuses, salary increase for a pay for performance company when your results exceed the minimum expectations. Other factors at never taken into consideration; suggestions for improvement (even those implemented), constructive feedback on broken processes, suggestions on better communication, etc

Meetings are either always rushed, certainly there are very rare opportunities to ask questions, when questions are asked no response is received (this is to CEO calls and immediate Leadership). UHC used to be caring, empathetic, compassionate - they no longer live their own Values. Embarassing

Practicing what they preach. Life Work Balance always talked about yet there is no 'Balance' in Operations with all the required overtime, especially during holidays. 16 Holiday hours Thanksgiving yet UHC required 16 hours of overtime=Loss of time 1/2 for employees with GAIN to UHC no OT pay. Absurd

Practice what they preach, then maybe it will trickle down to immediate leaders. Stop ripping off your employees with Bus. Req'd OT (BROT) on Holiday weeks. I.E. 9 hours BROT before & after Thanksgiving YET 16 hours BROT the week of Thanksgiving with only 24 work hours=ZERO time 1/2. Unacceptable

Too many reasons to list. However, the #1 reason is UnitedHealthgroup preaches 'pay for performance' and 'life balance' yet while with the company over 20 years employees are are no longer valued (we all talk, we all 'used' to be valued). We're now just a 'number', no pay for excellent performance.

Leadership to LIVE the UHC Culture. Touted all the time but what we 'see' is the opposite of our Culture. More embarrassing to work here as time goes by as the UHC used to care about their employees and were honest. Trust is now gone and only gets worse.

Sup talks down to newer employees. Repeats same thing day after day to ENTIRE TEAM vs. getting with the individuals who don't follow process. Time waster when we could be discussing more important matters to have time at end of call for Questions. Rarely is there time for ?'s due to above.

The leaders need to LIVE our Culture, not just preach it. Time and time again we hear in our meetings about Culture yet the Leadership, immediate all the way up to Executives, do NOT LIVE UHC Culture by example. Practice what you preach UHC. You expect employees to do so why aren't you,at all times?

Physicians and other members who find out that I work for UHC have negative things to say about their experiences with UHC. Yet, UHC gives us opposite results. How can this be? We see every day people who have negative experiences yet UHC 'reports' show positive. This makes zero sense. Falsehood

Year after year Vital Signs, we score poorly. When will there be a year that we improve and score Satisfactory at minimum? Vital Signs have shown to do nothing. Focus Groups end up with just talking with Zero Results. Focus Groups should NOT be w/MGR in your unit. This is NOT confidential!

Inerviewee should NEVER be told 'we don't hire EE's with your higher salary' - if so, why was I hired. Most importantly what purpose does this comment serve? Lastly, was I hired so you didn't have to give me an increase 2 years in a row yet QA 100% and MAP meets or exceeds, depending on Category.