Autocratic Leadership - Anonymous employee CenterWell Employee Review

2.0
May 31, 2017
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Ability for internal transfers since there are so many locations. Hard to identify anything positive about this company since the leadership is so terrible.

Cons

Autocratic senior leadership. A white men's club. Little focus on employees. Major focus on profits. Communication from the top is out-of-touch and full of "corporate-speak" with no real information.

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CenterWell Response
7y
We value all feedback, good or bad, and strongly believe that our employees are the heart of our company. Thank you for reaching out to let us know your experience. I can be reached at experience@kindredathome.com to talk through your concerns. Or you may choose to remain anonymous and report your concerns by calling our compliance hotline at 1-800-359-7412. Thank you, Amanda H, Director, Kindred at Home

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Jun 14, 2026
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CEO approval
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Pros

Good Job everyone nice and lovely company cares about team

Cons

Not telling paid hoildays for workers

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CenterWell Response
2w
Thank you for taking the time to provide feedback. We appreciate your input and are happy to hear you’re enjoying your experience here. If you have any further feedback to share please email us at experience@centerwellhomehealth.com.
2.0
Jun 2, 2026
Recommend
CEO approval
Business Outlook

Pros

Pay and benefits were great

Cons

The company as a whole, the constant restructuring in dramatic proportions, the changing of the senior leadership people, the shifting to different technologies that costs multiple billions of dollars to shift, the politics, the acquisitions when they don't have it all together. culture applies to favorites. there are amazing and great people on the team and then there are terrible human beings.

1
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CenterWell Response
1mo
Thank you for taking the time to provide feedback. We would love to learn more about your experience and how we can improve. Please email us at experience@centerwellhomehealth.com.
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