I joined the company shortly after its acquisition of Aspire Health, during its transition to Carelon Health under Elevance. Over time, employee benefits and flexibility were gradually reduced. For example, restrictions were placed on taking time off on Mondays and Fridays, negative PTO was eliminated, and other misc. In addition, I am unsure of what Aspire's policy was, but Elevance madates unused PTO will not paid out upon departure. Employees were required to meticulously log time across multiple systems, creating a culture of micromanagement.
Within six months, the environment shifted significantly. Leadership often avoided transparency about organizational changes, which hurt trust and morale. Performance expectations prioritized revenue generation over quality of care, with inaccurate reporting practices and favoritism among top performers creating additional challenges. Many employees felt pressured to leave, using tactics to delay lay offs and diring, which clearly meant they weren't trying to pay our severance or unemployment. & all while new roles were being posted at lower pay rates. Cutting costs at all costs. The lowest of the low.
Although I remained with the company for over three years, the last six months were particularly difficult, with the negatives outweighing the positives. Overall, this organization would benefit from greater transparency, investment in employee well-being, and a focus on long-term sustainability rather than short-term metrics. At this stage, I would recommend giving the company several years to improve before considering applying.
