DO NOT WORK HERE - Care Manager Monogram Health Employee Review

1.0
Nov 10, 2024
Recommend
CEO approval
Business Outlook

Pros

Teammates in my territory were lovely. Loved my boss but they put her in another territory and replaced her with an ineffective ops manager because he was a man.

Cons

They don't care about patients at all! The almighty dollar is what MH is all about. Had 2 reduction in workforces within a year and then left people go the last day of the month so they didn't have to pay their benefits anymore!!. They drown you in work and then give you peanuts for a raise all the while the upper leadership is raking in the dough. Employees who do nothing and are NOT effective get promoted (especially of the male variety). Had some strong leading women ALL who were let go. The company is totally disorganized and they incentivize the care coordinators to place visits on your calendar which means there is no coordination and your driving in circles around the entire state. More than once I showed up to a patient's home and they had NO IDEA who I was. They tell us to let the patient know that they can unenroll from the program at any time and then call them RELENTLESSLY when they don't pick up the phone anymore. Leaders have been reported for their toxicity then those reporting are harassed. This is truly the WORST company I have EVER worked for and I won't even put them on my resume because I'm actually embarrassed to say I worked in such a toxic environment. STAY FAR AWAY!!!!!

Explore other reviews about Monogram Health

5.0
Jun 12, 2026
Recommend
CEO approval
Business Outlook

Pros

Great support from all levels of leadership. Very competitive pay, bonus structure and benefits. Meaningful work

Cons

Changes with processes at times

2.0
Jun 12, 2026
Recommend
CEO approval
Business Outlook

Pros

Benefits were okay. Three telephonic days per week.

Cons

While Monogram’s mission is meaningful, there were significant challenges that impacted the ability to provide quality client care. Productivity metrics often seemed to take precedence over individualized client needs, and social workers carried extremely large caseloads of approximately 500 members while managing extensive territories. Expectations included frequent cold-calling, unannounced home visits, and maintaining a high volume of daily visits despite significant drive time and documentation requirements. Frequent operational changes and shifting expectations created inconsistency, and there were times when social workers’ clinical judgment and professional expertise did not appear to be fully trusted or valued. The combination of large caseloads, extensive travel, high productivity demands, and ongoing turnover made the role difficult to sustain long term. Greater investment in staff support, manageable caseloads, and a stronger balance between metrics and client-centered care would improve both employee satisfaction and client outcomes.

3
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