So often in my life, I’ve heard, or overheard, phrases along the lines of, “It’s not personal; we need to make a change…” Or it’s not personal because corporate headquarters, or the state legislature, or someone else cut the funding. It might not be “personal” because the business is failing.
But whatever the cause, to the person or people affected, it’s personal; it’s very personal.
And for large corporations, such as United Healthcare, it’s definitely never personal. It’s just about the need to maintain profit, and whether the so-called “impersonal” axe falls on employees being let go or policyholders not getting the benefits they paid for, the corporation seldom, if ever, considers the personal costs.
Yet, in a way, many of the “personal decisions” are in fact personal, just not in the way most people would consider personal. Corporate profit increases tend to boost the price of the stock, and, in the case of most CEOs, increasing profits and stock prices increase their compensation. According to the latest publicly reported information, Brian Thompson was paid slightly more than $10 million annually. But his salary was only one million dollars. The rest, 90%, came from stock, stock options, and bonuses.
So those decisions on how to raise profits had a decidedly personal effect on Mr. Thompson. He may not have considered the algorithms “personal,” but they not only increased the negative effects of healthcare denials and delays on policy holders in order to increase profits., but also significantly increased his personal compensation.
Not personal… really?