-“functional” leadership model is a joke. No regionals are on site or come frequently to really know what is going on. Departments work is silos and report to their regionals, rather than reporting to the E.D. Which creates a childish game of tattle-tale or “I’ll just call me regional” when managers don’t get their way. E.D. has zero control over the other departments despite what anyone might say. You have to talk to your regional to talk to their regional, etc. Nobody has authority at the community level to make decisions so if a family complains to E.D. about something, that E.D. can really only let that manager know or talk to their own regional. Nothing gets done. - Health care coverage options for medical. For a company that claims to be “employees first,” why is there only an HSA plan offered? I had a medication (generic) that still cost me $400/mo. Monthly cost for insurance plan was almost as high as the one I have now only now I have great copays for everything. - Laurus Home Care is a joke! Just terrible care, oversight, and grossly high fees. They want sales to sell their services that cost an arm and a leg any time a Laurus Home Care aid lifts a finger. It got very hard to sell with competitor care pricing structures that were much lower. And for bad care. -company has a “boys club” culture. If you are a young male, you will probably be promoted quickly and do great! Owners seem very amused by young, arrogant men they hire out of college. Most have failed miserably in sales roles but company usually moves them around. -very life’s growth opportunities, which they say they like to promote within but all 6-7 sales regionals were hired from outside or the company. This company has some of the best sales directors at the communities! You’re telling me that none of them would want a regional position? -lack of annual increases to pay or very minimal. -commission structure changed making it harder to make what we were used to making (quota-driven).
