Wellmark reviews about "leadership"

Driving downtown is not my favorite, but we have a designated parking garage which is really nice.

I was working on a “CRM” system that, frankly, no one really uses in the modern world. It ended up being one of the worst professional experiences of my career. My manager had very little visibility into what was actually happening within the team, which made the situation even more frustrating. There was clear favoritism toward an employee who had been there for a long time and understandably had a deep knowledge of the system. Meanwhile, I was asked to take ownership of a project that was more than 10 years old and was expected to provide leadership on it. When I went to my manager for guidance, the response I received was essentially that the people who originally built the system were gone and the people who were supposed to document it were also gone—so I should just “figure it out.” Unfortunately, very little support or direction was provided. To make matters worse, the team relied heavily on contractors, which created additional challenges. There was very little continuity or institutional knowledge, and it often felt like no one truly understood how the system worked anymore. Overall, it was a very difficult experience and highlighted the problems that arise when documentation, knowledge transfer, and leadership are missing.

The company is till getting its feet under them with remote work.

Weak leadership (have to address team/company as a whole vs. having direct conversations with employees who aren't adhering to policies); work-life balance has recently changed for the worst; hard-working employees are rewarded with picking up lazy co-workers' slack; woke

Long-term employees with circles of friendships tend to have stronger opinions and words than those with less tenure, shifting the culture balance. Sadly, this makes it easier to sway leadership decisions, and what they say goes without question or understanding. Questions or challenges to long-term employees or senior leadership could result in crucial conversations that aren't easy to reverse from. Lack of planning and efficient system implementation impacts employee ability to perform job roles. Wellmark was on year six of implementing a new CRM that felt disastrous, but instead of stopping to fix things they drove forward impacting the culture of employees further. I'm sure they're still working at year 9 to implement a CRM that will be out of date by the time operations employees can use it in a manner that actually improves the member experience, but I still have my doubts.

Leadership culture varies widely. There’s a lot of emphasis on presentations, optics, and endless alignment meetings that don’t always drive meaningful progress. Feedback and opportunity can depend heavily on who you report to, and diverse leaders may find it harder to be heard or fully supported. The pace is relentless, and burnout is real — long days filled with meetings leave little time for reflection, strategy, or genuine connection with teams. Speaking up or doing the right thing can sometimes come with personal risk, which makes the culture more cautious than collaborative.