Pros
You can see that the team is full of hardworking, mission-driven professionals who truly want to do right by the clients. Despite the MANY challenges, they are putting in consistent effort to keep things moving forward.
Cons
As a healthcare worker, it's been difficult — and honestly disheartening — to watch how the managers have been treated here and how those dynamics are affecting the rest of us. The CEO believes she has a winning formula, but it's clearly not working. Her constant interference in day-to-day operations creates confusion and instability, undermines each of her managers’ authority, and it’s something everyone in the organization can see — except the owner. There seems to be zero awareness (or care) of how this leadership style is contributing to the team's low morale and burnout - and affecting every one of the team members: providers, support staff, and the managers themselves. There are many factors contributing to why the business is failing, but the hostile work environment and relentless micro-managing are going to be the nail in the coffin. The owner has created an atmosphere of fear and retribution. There’s a lack of transparency, manipulative behavior, and a pattern of firing or driving away the very people who were holding everything together. These decisions have taken a serious toll — not just on leadership, but on the rest of us trying to provide care in a chaotic and demoralizing environment. This toxic environment not only breeds distrust and competition — turning managers against each other instead of fostering collaboration — but also creates a culture of “yes men,” where no one feels safe being honest. Since the owner is allowed to behave this way, engagement has dropped, morale tanked — and even those who care deeply about this work — are quietly looking for a way out. Honest communication has dried up because everyone is too afraid to speak up or challenge the status quo. It becomes a choice between putting up with it or being pushed out. Decisions keep getting stuck at the top, mistakes pile up, and everything feels like it's held together by duct tape and overworked people. The whole company ends up stuck in this cycle of dysfunction with no clear way out. The irony is that this is supposed to be a wellness organization — yet the very people doing the work are overextended, unsupported, and overwhelmed. “Support” and “balance” are big buzzwords here — but in reality? You’re drowning in work, playing 3 different roles, and getting zero help. It’s exhausting to witness — and even more exhausting to live through. And if you try to set a boundary or ask for help? Suddenly you’re on a performance improvement plan. At this point, that’s become the company’s not-so-subtle way of signaling it's time for you to leave. Once someone falls out of favor, the tone shifts: communication turns harsh, criticism becomes public in team meetings, and people are gaslit into thinking the problem is them. Yes, healthcare is a business — no one is denying that — but when everything is about numbers and blame, and no accountability is held at the top, it creates a culture where people can’t succeed. And it’s no mystery why people are thinking about leaving.
