Lantern reviews about "manager"

Some managers are young and unexperienced. Mirco managing and no flex days

At first I was proud of working here until I noticed how unorganized and toxic my department is. There are no SOPs to clearly outline my job! One manager says one thing and another tells me something different. Then, suddenly after weeks of doing what I’ve been told to do, I’m advised not to do it because I need more training. It’s as if every person is their own manager, passing their work to another. Get it together EDH. You’re losing managers and good employees. It’s bad enough the economy is going down. No one has time to keep resigning. I hate chaos. Every time I come in, I feel anxious. At any moment the rug could be pulled from beneath me. Also, there’s low key psychological bullying going on. Example, Whenever I get praised for doing a good job, suddenly someone comes to me to fix something bogus that I know I didn’t do. Or I get blamed for something another employee did. Communication is horrible as well.

Astronomically high turnover among care advocates and leadership. 4 out of the 6 managers that interviewed me departed the company within 2 months of me being here. Many care advocates have left as well, often for positions with more manageable workloads and higher pay. The amount of inbound calls makes accomplishing daily tasks and keeping up with your cases impossible. Workflow is generally poor despite strong efforts by care advocates, making a demoralizing work environment. Pay, while seemingly decent at $20 an hour, can often pale in comparison to better-compensated, similar positions in other companies. Extremely high caseloads means giving each of your members the time they need extremely difficult. This can sometimes, and often does, result in escalations. Our members oftentimes need significant surgical procedures and can't afford a care advocate that can't interact with their case with the attention it deserves. . You have to pay for parking, most workers here are paying anywhere between $160 - $200 a month for parking. This was not communicated to me during the interview. Leadership is generally attentive yet ultimately ineffective in addressing the lack of process efficiency in the department. This is not a well-oiled machine. Your schedule is not set in stone. Hours range from 6:00 - 4:00 all the way to 10:00 - 7:00. Your schedule can change whenever the company wants it to. There are also mandatory late-night shifts, usually twice a month for all care advocates. The metrics that determine who is bonus-eligible are difficult to reach even for the most seasoned of care advocates. (due to the high caseload) Upward mobility in the company can be slow. You generally have to be here for almost a year before opportunities may open to you.

Bullying, horrible managers, everyone waiting to see who is fired next

This company is a textbook example of what happens when leadership prioritizes self-promotion over genuine organizational growth. The issues here run deep and are impossible to ignore: 1. **Leadership Hypocrisy:** Managers here excel at talking the talk but fail miserably when it comes to walking the walk. They’ll tell you how much they “value” your input, but the moment you offer actionable, well-researched ideas, they dismiss you as “too junior” to influence change. To add insult to injury, they’ll often take your ideas, present them as their own, and reap the rewards while you’re left in the shadows without even a thank you. It's demoralizing and unethical. 2. **Engagement in Name Only:** While they tout “fun events,” these do nothing to address employee dissatisfaction. An engagement survey revealed significant dissatisfaction among employees, and the company responded by handing out merch—selectively, no less—instead of addressing the real underlying issues. This performative gesture only underscores how disconnected leadership is from the reality of employee concerns. 3. **Unfair Recognition and Compensation:** The disparity in how employees are treated is glaring. Long-tenured employees are rewarded with raises and bonuses despite coasting on subpar performance, while newer, hardworking employees are overlooked—even when they go above and beyond, putting in extra hours during evenings and weekends. This lack of recognition breeds resentment and kills morale. 4. **Toxic HR and Cliques:** HR exists solely to protect leadership, not employees. If you weren’t part of the original hires, don’t expect them to have your back. The workplace culture is clique-driven and cutthroat, with people eager to betray colleagues if it means gaining favor with higher-ups. This fosters a deeply toxic environment where trust is nonexistent. 5. **Skyrocketing Turnover:** The company boasts about bringing in new hires but fails to retain talent. Employees are told they’re the “backbone of the company,” but the moment they’re deemed inconvenient, they’re fired without clear justification. The lack of transparency and respect is appalling and further fuels the revolving door culture. 6. **Embarrassingly Bad Benefits:** For a healthcare company, the benefits are shockingly subpar. The employer’s insurance options ensure that you’ll be paying exorbitant out-of-pocket costs for medical care unless you manage to hit the no-copay threshold—which is near impossible unless you have a family. The benefits clearly cater to employees with families, leaving single employees not only underserved by the plans but also severely overworked to compensate for their family-focused colleagues. It’s a blatant double standard and a slap in the face to hardworking individuals without dependents. This company is a disaster for anyone seeking fairness, professional growth, or work-life balance. Between the toxic leadership, exploitative practices, inequitable benefits, and a culture of favoritism, it’s hard to imagine how they’ll keep employees long-term. Proceed with caution—or better yet, don’t proceed at all.

-workload is high but managers are always supportive in helping to problem solve and work to better processes and get more resources.

Bad apples that get others fired.