Quarterly Incentive Bonus does not factor in personal performance, the entire department receives the bonus or no-one does. Your assigned hospitals might be over 101% but if everyone isn't there it's "try again next time". This is additionally insulting when we were told in Q4 last year we "over performed in October" as a justification as to why we didn't make the bonus in December. Ultimately the company does not see employees for the total body of work or the quality of their work and only as "number of accounts worked last week".
Wages are stagnant, company justifies this due to the existence of the aforementioned Incentive Bonus, however a year passed between bonuses being achieved in 2020 to 2021. In that time my last raise was barely 2% and October 2021 inflation index was 6.2% over 2020. Effectively we lost money working here during a global pandemic.
Company has a "don't oppose if you can't propose" attitude to workplace issues which is neither appropriate nor acceptable. If employees find an issue that needs addressed, employee feedback should be welcomed but ultimately it's management's responsibility to address the issue. On more than one occasion a morale issue was presented and managers/supervisors reacted with "well it's not supposed to be taken as a morale issue, it's meant to be motivational so you should take it that way instead" completely invalidating the view point of the persons with an issue.
On multiple occasions a processing issue or upcoming payer policy change has been identified and when the individual who identified the issue brings it up they are talked down too in front of the rest of the team only to have an emergency project spring up weeks to months later about the exact issue that was brought up.
Toxic "we're a family" environment laden with false "rah rah" presentation of "daily opportunities" with a thinly veiled message of "this is how you're failing".
Requests to seek other positions or grow within the company are often met with negative consequences, from productivity killing spreadsheets to being out right told you "can't be 'sold' to another department because you're not performing" to a high enough standard.
Differences in personalities and even medical conditions are not taken seriously enough. From a zero nuance leadership style that forces "discomfort to motivate growth" (think square pegs shoved through round holes) to dismissing issues out of hand without proper consideration, including health issues.
Describing a desire for "work-life integration" instead of "work-life balance" while also paying lip service to mental health awareness.
Multiple managers openly stating things in team meetings removing all faith in themselves as leaders: including statements about them being a COVID conspiracy theorist in a team meeting to stating they refused to stop going clubbing or playing volleyball at a bar during a deadly global pandemic. We work for the same/similar hospitals 700,000+ people died in the last 19 months and having leadership make offhand comments like the above undermines employee faith that the leaders are competent and worthy of respect.
Constant "reorganization" of the team structures making it impossible to build a rapport with supervisors and management and creates repeated conversations about the same issues, sometimes a half dozen times.
