I was hired in May as a Business Operations Manager and found the role to be highly disorganized with unclear and often contradictory expectations. I was expected to manage both operations and admissions, then criticized for not performing one or the other adequately.
Leadership behavior was a significant concern. There was frequent gossip and unprofessional conduct, including negative discussions about staff during meetings. In one instance, a manager openly criticized a nurse on a call, not realizing she was present, and later attempted to backtrack while involving me in the situation.
My direct manager’s guidance was inconsistent. Work that had been reviewed and approved would later be criticized publicly in meetings, which felt undermining. Instructions were often incomplete, and expectations would shift without clear communication. Even basic expectations—such as whether to take lunch or breaks—were inconsistent, and I received conflicting feedback regardless of what I did.
Training and support were limited. I was discouraged from seeking help from others, even when senior leadership encouraged cross-team collaboration, which made it difficult to succeed in the role.
After raising concerns with HR about workplace treatment, I was terminated on the 89th day of my 90-day probation period without a clear explanation. I had also declined to sign an evaluation I believed was inaccurate and communicated that concern to corporate leadership. In my opinion, these events contributed to my termination.
