Lip service and tag lines about our culture rules the day, and HR is deplorable. - Administrative UKG Employee Review

Short term disability 3rd party is a disaster. And HR fully relies on the ‘cut and paste’ decisions made by the Hartford even when employees are pointing out the UKG Leave specialists lack of proper instruction when leave starts, and errors made by others that impact those decisions, and there is NO recourse for the employees. They will review it if you are brave enough to challenge it, but not answer any direct questions, and reply with inaccurate answers as long as they can cut and paste a ‘decision’. Real concerns are completely ignored and the refusal to provide answers is beyond frustrating. HR, all the way up to the CPO, who apparently doesn’t understand the difference between the internal PTO policy and FMLA leave (which should scare anyone needing HRs assistance, but still gets a pass by upper management), could care less as long as the bottom line is preserved, and they get good outside press. Employees have had to sue to get benefits paid, others just get left hanging. There is ZERO accountability. Some managers have been reported to HR for bullying/harassment by multiple employees across different organizations within UKG and despite the ‘100% No Tolerance’ policy they remain employed and I reprimanded, and the employees who reported them have gotten no response from HR, or their direct managers regarding the issues. Surveys abound, but they produce no results aside from more meetings to announce how they plan to make improvements that never materialize in the real day to day world. Nepotism is rampant across most organizations within UKG. Tenured, experienced employees have no chance to grow, advance, or move to other areas in UKG because of it. If you aren’t related to, best friends with, or someone’s kid’s buddy forget about advancing. There is a HUGE emphasis, and almost daily recounting of it in some form or another, on the new corporate propaganda and phraseology, but it is ALL words, no action, and never lived up to. UKG’s purpose may be people, but that doesn’t apply to actual employees. It’s become a running joke internally, but I’m not sure that management would even care even if they knew these days. As long as they are receiving outside accolades that can be used in press releases that is pretty much the extent of their concern beyond the bottom line and keeping the real owners, H&F, happy. The merger growing pains were to be expected; the change in culture, despite all the lip service given to it, was not. And has left a bad taste in many long time devoted tenured employees who used to give 150% every day, and now just show up for a paycheck. Raises are based on a set budget determined the year before and that pot has to be divvied up amongst the team the following year. It is NOT performance based as there is so much money divided by so many employees on a team, and there is no such thing as an exceptional rating even though one exists on the document. It’s sad when your managers give you your review and tell you beforehand they disagree with the new format and the rating scale because it is woefully inaccurate based on actual work and effort, but they cannot do anything about it. The cracks are starting to show outside of UKG as well. It’s sad to see what was a great company turn into another corporate churn mill. The CEO definitely believes what he says, but it doesn’t flow down from him to upper or middle management, and it’s being noticed by customers, prospects, and the competition. The attrition rate has become dismal. Everyone is overworked, stressed, and frustrated, and there is absolutely no transparency despite the continual promise there is. Burnout is becoming a big factor, and contrary to managements take it is not Covid related, or ‘merger pains’.