There is a strong focus on entry level positions and development. Once a team member reaches management level there is little to no opportunities for advancement or continued development. This focus has limited the amount of high talent individuals that have been brought into the company over the last several years. There has also been reduction of the advertised benefits the company uses to attract new hires. Tuition reimbursement is rarely approved, even for those that complete business degrees, the wellness benefit had a reduction of activities it could be used for late 2022, and the processes to use said benefits are not well known or easily utilized by staff. Yes, you get free breakfast and lunch, but not much else that they advertise. The work culture over the last eight months has turned from the focus of patients and employees - to profit. Management salary raises only occur once a year (minimum) after the managers previous salary change and well below industry standards. The "Healthcare Manager" position (used to hire new managers for all manager positions in the company) advertises a starting pay of 75K a year while most managers across all teams currently do not receive the advertised pay (even with bonuses). When one brings up the topic of being raised to the minimum advertised pay, executive leadership will give any reason to not provide it. (Most common reasons being the salary is for billing managers only or the individual does not have enough experience to qualify (even with a Master's degree)). If one is not satisfied with these reasonings their boss/director will then threaten to "Terminate their employment early" so they can find a position with a salary they are satisfied with. In the pursuit of increasing profits for shareholders they have implemented a policy where new hires can not receive a promotion until 6 months after performing at an elevated level. While it is fed to employees as a way for them to demonstrate consistency, it provides elevated work performance at cheaper labor rates. These practices, in combination with some patient policies, has been successful in increasing EPS for shareholders and in creating a toxic culture. There is an understanding that Zynex is a public and for-profit company. However, the measures executive leadership have taken is creating an atmosphere of fear. Employees do not feel comfortable bringing their concerns to upper management because they go unacknowledged or are dismissed without being addressed. Micromanagement and vapid platitudes do not encourage and empower your team members to grow their abilities and performance.
