Pros
***Please note: Location and tenure may or may not be accurate, as I am writing this review with a genuine concern that sharing critical feedback could negatively impact my job or employment. While there are rumors that leadership has sought to identify individuals behind critical reviews, I cannot confirm whether this is true. However, this fear is real for many coaches, myself included, and has influenced the way I approach this feedback. This is not intended as a definitive statement of any individuals and who they are or their values, because I don’t believe everyone involved has ill intentions. I do, however, believe that ego and a lack accountability play a significant role in the current challenges. My hope is that this review is taken as an opportunity to reflect and grow, rather than being dismissed or misused in a way that harms current coaches. 1. The health coaching team is exceptional. The warmth, support, and expertise of the coaches make it impossible not to grow while working among such talented individuals. 2. Most managers are genuinely supportive and great to work with. 3. The providers are outstanding—gracious, kind, and approachable, with a true commitment to prioritizing member care. 4. Flexibility and autonomy in managing your schedule are significant benefits, although this can vary depending on your manager or senior leadership’s perception of you. 5. The members are the heart of this work. Being part of their journey—whether it’s reaching weight loss milestones, reversing diabetes, or celebrating major health improvements—is deeply fulfilling and meaningful. 6. Member care is front and center, especially important to coaches and providers. While member care is a top priority, there’s a disconnect in understanding how coach morale and feeling valued directly influence the quality of that care. Coaches will always put the member first, but inevitably, low morale and lack of support will create indirect impacts on member outcomes over time. Recognizing this connection is crucial for sustaining the high standards of care Virta aims to provide. 7. The benefits package is generous, including excellent healthcare coverage, a monthly internet stipend (currently), an annual work-from-home stipend (currently), and a substantial learning and development fund. 8. Approachability at all levels. Everyone, including senior leadership and upward, is genuinely approachable and open to meeting with you. They remember personal details about your life, which shows care and investment in their team. This cannot be overstated enough - it’s truly unique and valuable. 9. Leadership faces unique challenges. Leadership often serves as the “face of things,” which naturally places them in a position to field more criticism—some of which may not carry weight much weight or maybe they have to block out as noise. However, as you’ll see in this review, the challenges within the coaching team are undeniable and deeply tied to leadership’s decisions and actions. Unfortunately, team morale and drive are a direct reflection of leadership. While I see and believe that leadership is doing what they can to navigate their complex roles, accountability and transparency remain critical for rebuilding trust and providing the support that coaches desperately need. 10. I love my work and that seems to be widely shared sentiment. There are days of course it may not feel that because we are human, but it truly is a fun job and incredible for personal and professional growth (professional meaning self development, not necessarily promotions, etc).
Cons
Please note: These observations are shared with the intent of promoting reflection and positive change. My concerns are rooted in the desire to see Virta succeed while creating a sustainable and supportive environment for the coaching team. • Despite emphasizing that coaches are “the secret sauce,” leadership’s actions often contradict these words. New ideas are welcomed only if they align with leadership’s preferences, creating an echo chamber that discourages authentic contributions. • The recent performance evaluation process felt disconnected from the realities of day-to-day work. Input from those who know team members’ contributions and strengths best—the ones working closely with them—appeared to be missing. This left many feeling unsupported and overlooked, as it seemed like a missed opportunity to provide more accurate and meaningful feedback that could truly help employees grow. • The morale in the coaching department is alarmingly low, driven by political dynamics and targeted behavior from leadership. Last year’s engagement survey was at least addressed with a public explanation, but this year’s glaringly poor results went completely unacknowledged—likely because they were too negative to spin. This lack of transparency further erodes trust between leadership and the team. • Communication is siloed, with the coaching team feeling disconnected from the larger organization. Observing other departments highlights a stark contrast in morale and engagement. • The workload, especially for those managing complex members, is overwhelming. Recent changes have limited opportunities for experienced coaches to work at higher levels, further demoralizing the team. • Leadership has implemented surface-level solutions, such as hiring a dedicated HR agent for coaches, but concerns remain about impartiality due to preexisting relationships with senior leaders. • Many tenured coaches feel sidelined, with a noticeable shift in focus toward bringing in new hires rather than investing in the current team. One thing overlooked that I am often amazed with is the diverse background of our coaching team, from complex behavioral health and mindset backgrounds, nutrition, athletic performance, specific GI disorders/knowledge, RDNs, and more…it’s truly incredible and something that sets Virta apart. However this is diminishing due to people feeling undervalued, not cared for, worried, or protective of themselves and ideas. • A concerning emphasis on image over substance. Glassdoor reviews seem to be handled as PR rather than opportunities for genuine growth. The focus appears to be on controlling the narrative rather than addressing the root causes of dissatisfaction. If member feedback were handled this way, it would be unacceptable—and the same standard should apply to internal concerns. For example, other department employees leaving glowing reviews to bury the negative ones (look at the timing as it’s interesting and pretty clear evidence of this.) •Transparency needs significant improvement. As mentioned in the Pros section, there’s a critical need for leadership to improve transparency around decisions, promotions, pay, and the overall direction of the coaching team. Without this, trust and morale will continue to erode. For example, we do not need to know the details of all budgets, but providing content to salary decisions (IE preventing layoffs due to the phase of growth we are in, how precarious certain contracts can be, upcoming projections etc) can go a long way. This is an example, not to be used as an excuse or to deflect from the issues above.