ALSO Direct Support Professional (DSP) reviews

Thank you for your feedback. We’re glad you recognize the variety of properties we have, as we strive to offer diverse opportunities for our advocates and the people we support. We’re sorry to hear that you didn’t feel supported by management. We are always looking for ways to improve communication and leadership support within our teams. If you have specific suggestions or experiences you'd like to share, we’d appreciate the opportunity to hear from you directly so we can continue working toward a more supportive environment for everyone.

Thank you for taking the time to share your feedback. I value hearing directly from our team members, as it provides insight into areas where we can grow and improve. Your experience matters, and I want to address your concerns thoughtfully. First, I am encouraged by your recognition of the people we support and the supportive relationships you have with some coworkers. These are central to what makes ALSO special, and we aim to build on these positive aspects to create a better workplace for everyone. Regarding the concerns you raised: Micromanagement and Communication: Micromanagement can undermine trust and autonomy, which are essential for a positive work environment. We will review management practices to ensure they foster open communication, support, and empowerment rather than unnecessary oversight. Additionally, I understand the frustration around receiving calls on weekends or during non-working hours. We will reinforce policies regarding work-life balance and boundaries to ensure respect for personal time. Pay Equity for Support Needs: Compensation structures are an ongoing discussion, and your feedback highlights the need to evaluate whether pay appropriately reflects the complexity of support needs. This is a topic we will bring to the table in upcoming leadership discussions. Team Dynamics and Inclusivity: Concerns about favoritism or exclusivity are serious and can harm team cohesion. We are committed to fostering an inclusive and supportive environment where all advocates feel valued and respected. We will address this through manager training and team-building efforts to promote fairness and collaboration. PTO and Mental Health Prioritization: PTO and mental health support are critical for a healthy and engaged workforce. We will evaluate our current policies to identify opportunities for improvement and better support the well-being of our advocates. This may include exploring flexible options for time off and additional mental health resources. Recognition and Feedback: Feeling appreciated is fundamental. We are actively working on ways to celebrate the hard work of our team members, including implementing recognition programs and training managers to provide consistent, meaningful feedback. Your advice to management about showing care and ensuring employees feel heard is well taken. DSPs are the backbone of what we do at ALSO, and your feedback reinforces the importance of continuing to center our efforts on supporting and valuing our advocates. If you are open to it, I encourage you to share more detailed suggestions directly with me or our HR team. Your insights can help shape the changes we need to make, and I would appreciate the opportunity to listen further. Together, we can create a stronger, more supportive work environment.