Micromanagement, fear and intimidation tactics from regional/divisional level leaders are the norm. The pressure they likely experience from C-suite execs is amplified down to center and people leaders.
HR is well aware of the toxicity of the work environment, the toll it takes on morale, and the physical/emotional turmoil the folks on the receiving end experience… but alas, nothing can ever done about it. Fall in line, don’t challenge the status quo, keep your head down and you’ll keep a steady paycheck… this quarter.
It is almost the norm to work well over 70 hours a week. And not on your primary responsibilities or your big rocks either. The pendulum swings quickly and “priorities” change frequently. Turnaround time for deliverables is wildly unrealistic. The centers with high volume of patients (who often require a complex level of care and attention) are incredibly short staffed and more often than not, you as their leader must to jump in to support front line workers so they don’t burn out. Spoiler, it’s futile. To make matters worse, if you survived the last round of FIVE layoffs within a 6 month period, you now have the “privilege” of running 2 or more centers!… without a pay increase or a sustainable workforce.
Employees across all departments are disposable; in fact that’s the goal, only to be replaced with a more “cost effective” option or plainly, nothing at all.
The mission is truly beautiful and has the potential to truly enhance the senior communities it’s intended to serve. That mission though, is grossly overshadowed by greed and politics. The most disheartening, is that the company has all but stopped trying to even hide or embellish that Chenmed is no longer the mission driven and people oriented organization it was once was.
