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Lifeline Connections

Is this your company?

where do i start - Counseling Staff Lifeline Connections Employee Review

2.0
Mar 29, 2024
Recommend
CEO approval
Business Outlook

Pros

i genuinely like all of my coworkers, even if we do not necessarily always align. where i specifically work in my company feels protected from some stuff you'll see in the cons. i like my clients and the work i do. i feel like i positively impact our client's lives.

Cons

this company does not feel like it values employees. it claims to have services it does not - like saying it provides gender-affirming counseling without having a gender therapist, there is a DEI committee in theory but the staff of color are not supported, interpreters are hard to come by. we are given caseloads that are not sustainable and punished if clients do not show up consistently despite the fact that we work with high-risk populations that are not going to be showing up consistently. we are not paid in any way that is competitive despite them saying it is - it doesn't take much to see that we are not. like, many of us can barely afford rent despite having advanced degrees. i was really hopeful when i first started working here but now i'm just holding out until i find a better place to land.

Explore other reviews about Lifeline Connections

5.0
Apr 19, 2024
Recommend
CEO approval
Business Outlook

Pros

Passionate employees with a mission to help people.

Cons

Lack of work/life balance. Low standards for employee conduct.

3
2.0
May 4, 2026
Recommend
CEO approval
Business Outlook

Pros

My coworkers are great, the work is rewarding.

Cons

Upper management is awful. The program director at my location is inept, has no experience with recovery, and lacks emotional regulation. The CEO has lost the company a ton of money and is relying on the lowest paid employees to cover the loss and take some of the blame that she should take all of. There's no response from HR when employees file grievances. Upper management's attitude appears to be them just ignoring employees until they can't and then accepting the loss when employees quit since they can just put the workload strain on the lowest paid employees.

1
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