The overall benefits are disappointing. For a healthcare company, Availity provides surprisingly expensive healthcare coverage and even discourages adding your spouse by charging extra if they have access to insurance through their own employer.
I’m writing this eight months after leaving to give a fair, level-headed assessment. I worked at Availity for five years, and in the beginning, the culture was genuinely supportive, with a real emphasis on work life balance. That changed after several management shifts and the rise of middle managers who wanted to “run things their way.” Whether you experienced a healthy work environment largely depended on which department you were in. If your team wasn’t directly tied to revenue, work life balance no longer applied.
Infrastructure teams were consistently understaffed and strong talent was preferred to walk away rather than fix the complaints they may have had. Many of us voiced concerns through proper channels, management meetings, HR discussions, and engagement surveys, but nothing meaningful ever changed. As others have pointed out, people don’t leave companies, they leave bad managers. Availity has quite a few.
The annual engagement surveys and HR “listening sessions” were performative at best. Feedback went nowhere, and the same issues persisted year after year. HR repeatedly told us to “document concerns” and “expect changes soon,” but all that happened was the conversations stopped.
In the last few years, HR asked employees for suggestions to improve morale and work-life balance. Despite open and honest feedback, nothing was implemented. Higher-level leadership would rotate in and out, but mid-level management, the core of the problem, remained unchanged, and HR never pushed for true accountability.
No matter how the company might respond to this review, they’ll likely frame it as coming from a disgruntled former employee. The truth is simpler, Availity cares more about its Glassdoor rating than it does about addressing the real issues its employees face.
