Mindbody reviews

Policies are geared towards making excuses for incompetency, instead of solving a problem due to laziness. For example, we used to keep contact logs for all calls, but people could not multitask. Now, the contact logs are not required. This can often make it hard to track down whoever misinformed a client during a call. In the end, that person keeps making mistakes and nothing is done to remedy the issue of a staff member who is giving false information. Feedback is rarely relayed from the team leaders to management. I have had this issue with 3 team leaders. The feedback was honest and came with suggestions. Since the feedback was unheard and lost, I have lost a great deal of faith in the roles of team leaders. Constructive criticism is not taken in a good way. Often, this leads to being told about what did work, while the focus of how things can be improved are not mentioned. There is a lot of resting on laurels, which is far from the "continuously evolving" core value. As one person said, there is a fairly cult-like structure. If you are someone who works hard, and doesn't feel the need to take part in company functions, your hard work may go unseen. Work ethic and knowledge should come before your non-work related friendships with management. I have seen and heard a very high-ranked executive say that we needed a cultural shift to mid-management. I was very excited about this. However, that never happened. This comment was made when a co-worker was dancing around instead of doing her work, oblivious to who was watching them. The "Core Values" are rarely a reality. They're a romantic idea, though.

I worked at Mindbody for nearly 7 years and began at tge company in the days where Rick Stollmeyer (creator of MB along with Blake Beltram) was still the CEO. When Rick left and Fritz took over, there was a feeling of hope on my end that someone with more gusto and who was a bit more militant could be good for the company and its future. However, everything enjoyable about the company and its culture diminished quickly. Fritz's style of communication is severely lacking considering his years of experience at other large companies (something he loved to frequently mention). He spoke vaguely and indirectly about important topics and would comment on world events/issues in the same way. I saw many tenured, talented low-, mid,- and high-level managers who loved the company to their core, leave or be pushed out under Fritz. He implemented a companywide review system wherein only 1 person in the department could receive a score of 'above average' and the rest were left at 'average' or below. I spoke to many managers about this new process and they too were not only upset and frustrated with it, but were also completely uninformed about the process as a whole the first year they rolled it out (end of 2022/of 2023 I believe). Fritz is brash, rude, and thinks he's the smartest person in the room. He loves to boast about his time with Microsoft and his 'friendship' with Elon Musk. As an employee that went through this change in CEO, I can tell you we were left feeling confused, abandoned, and unsupported. A couple more points -- To get rid of an employee who is not working out (we had one in my time in the department), there were mountains of bureaucratic processes needed to follow in order to even get the person put on a PIP to begin their 'probation' period before termination. In my department, there was no pathway toward future promotion once reaching senior level.