1) Grotesque lack of transparency. Compensation plan recently changed from base + commission to base + quarterly bonuses, but we only get bonuses if the company hits its goals. Seems fair, except we were NEVER told what the goal was exactly, let alone what metrics were needed to achieve the highest quarterly bonus. The CEO said himself, “If you have compassion, urgency, and product knowledge, you’ll be fine.” Then he promised compensation regardless of company goal as long as you show those qualities. Come to the end of Q3, we are all told American Addiction Centers did not meet its goal (whatever it was; nobody knew), so nobody is getting bonuses. A few days later, it was confirmed by upper management that a few people got extra money secretly. Coincidentally, it was the usual high producers, which I believe is against the law now—TN law now states we cannot get bonuses or commissions directly related to putting someone in treatment. I’ve never worked somewhere that didn’t clearly explain how employees are compensated.
2) No room for growth. It’s the ultimate dead end job. Unless you want to become a manager and happen to be liked by upper management personally, you will not advance. They promote individuals based off favoritism, not qualifications. The CEO only approves promotions if you’ll agree with everything he says, and he will yell at you or fire you if you dare to disagree with him. Many great leaders have gone to the competitors in the area because of the CEO’s abusive traits, only to be replaced with unqualified “yes” men.
3) Complete lack of training sets employees up for failure. We recently became “One Team” with different regions, whereas before we were separated into Multimedia and Business Development teams. There was no cross-training in new rolls and responsibilities, so naturally everyone was left to figure it out amongst each other. We adopted a new operating system and had a day of training that didn’t have any relevance to our daily functionality—the “training” was done by the IT department instead of the training department, and it became clear IT has only working knowledge of what employees do on a daily basis. Anytime there is a new expectation or rule in the company, it’s communicated via email or team meetings instead of holding mandatory training. Most of the changes seem arbitrary and not vital to running a successful operation.
4) Poor communication between facilities and corporate HQ. We are given facility guides on the intranet to help us explain to our clients what to expect in treatment at a particular facility. Most of the information is correct, but very vague. When we ask the facility for clarification, it often takes hours to get a response. If you call the facility to get clarification, you’re met with impatience and rudeness. When there’s a complaint from a loved one of an admitted client, there’s often no reply until several emails have been sent, or the family threatens to sue. Very disorganized and dysfunctional.
5) Because of the above issues, the morale has become very toxic. I have not talked to one person I’ve worked with for all these years who has the same passion for American Addiction Centers as they once did. You can feel the negative energy flowing around each cubicle, and each person is secretly looking for alternative employment. Where it was once and enjoyable, fun and productive environment to work, American Addiction Centers has become an oppressive and anxiety-ridden place to spend 40 hours of your time each week. That’s why PTO is such a blessing and one of the main pros you’ll see in the reviews...nobody enjoys coming to work here anymore.
