Disagree with previous review that working hard will get you a promotion. In my former department, you are promoted on a who-knows-who basis. An employee who was physically agressive to another employee on-the-job was promoted over her even though management was aware of the situation. Was victim of private gender discrimination related to access to healthcare from management, and advertisements directed towards gender specific employees for a health benefit fair off corporate grounds were advertised on company intranet for a brief time in January, 2010. Management does not anticipate nor appreciate changes in attitudes that our policyholders have and is not flexible nor timely in their response. Management only cares about the 'numbers' not as you, the employee. By contrast, worked at BMS in Customer Service, BMS management was very responsive to change in a rapidly changing environment after acquiring new business. At BMS, I was in the top ten percent of the customer service group in regards to quality and number of calls taken per hours staffed. By contrast, my calls per hour staffed at NJM were lower as I was assigned additional tasks that were not counted into my total work for the day. In short, I did work for NJM that in their view was not important and took away credit from the work that they considered mattered. Management and supervisors at BMS preferred to be called by their first names at BMS, and you know who made the decision. At NJM the managers were referred to by my supervisor as 'they' and 'them'. Management at NJM has become slightly more flexible with employees in terms if they need to take time off for medical care.
The standards by which a customer service representative is based are not flexible based on NJM's book of business and they do not include the 'other' duties of which a customer service representative may be assigned.
I am an inquisitive person, and I need to know who was making the decision regarding my healthcare instead of that person referred to as 'he' 'she' 'him' 'her' or various other pronouns.
I can't say that I am optimistic for the future of this company. Management does not have the ability to anticipate changes in the insurance market and if they do, it is a very slow response. Part of being a successful company means that you have the skills to anticipate changes in the market and being able to adapt, or making the decision if you should adapt. Management at NJM has difficulty adapting to change in a timely fashion. This has hurt them. You are not going to get the best out of your employees if you continue to treat them as 'numbers' and not get to know them personally. This inks down to the policyholders, who to the best of my knowledge, are still not allowed to make payments over the phone using credit cards.
It didn't make me feel good to go to work and listen to my supervisor tell me, during my last annual performance review, that I should: "tell on other employees, because we (management) are deciding who is going to be in, and who is going to be out."