Pros
The best part of working there was always the people on my team, the patients we help, and a few supervisors who genuinely care. The camaraderie and shared dedication among coworkers make even the hardest days worth it. I know I stayed as long as I did because I truly care about the team I was on, the patients I helped daily, and deep down was still hopeful things would get better with the company.
Cons
Over the past three years, it has become increasingly difficult to feel supported or heard, but this year has been especially challenging. Raises are nonexistent this year, and bonuses too, yet more and more work continues to be added without any increase in pay or meaningful recognition. The switch from Anthem to a lower-tier UnitedHealthcare plan has left employees with much higher copays and fewer covered medications for myself and my daughter, even though our paycheck deductions remain the same. Many of us would prefer the option to pay more for a plan that better fits our needs and the needs of our families. Meanwhile, we are encouraged to boost morale with perks like “pet week” or the Calm app, which feel out of touch when many are facing real financial strain. The company emphasizes transparency, yet employees were kept in the dark about how serious the financial situation had become. If leadership had communicated earlier or invited feedback sessions with frontline employees who often have the best insight, many of us could have offered practical solutions before things escalated. Favoritism is also a growing concern. Certain employees continue receiving special accommodations, such as avoiding the return-to-office policy or getting extensions, while others are denied the same flexibility. One person’s hardship should not outweigh another’s when so many are making sacrifices to meet company expectations. If we are required to return to the office, it should apply fairly, especially for those of us who were required to return because we live within 30 miles of a facility. Management also fails to hold underperforming employees to the same standards as those who consistently exceed expectations. This creates little incentive for high performers to keep pushing when accountability is not applied evenly. Accountability should extend from daily workers to supervisors, managers, and upward through every leadership level. I cannot even recall the last time our director genuinely engaged with our team, except to communicate changes to our workload without any real discussion or acknowledgment of the challenges we are facing.