Con:
• annual raises are below average at best, typically around ~2-3%, which feels inadequate compared to the workload and rising cost of living. This lack of meaningful financial growth can lead to dissatisfaction over time.
• Workload is often overwhelming, with 100+ small tasks daily expected to be completed within tight timelines,~24 hours.
• Tasks require consistent focus due to their multi-step workflow nature, making the workday feel nonstop. One task could include 2-4 steps including cold calls, email outreach, in-app chat outreach, and documentation.
• Frequent context shifting between tasks, teams, or member needs makes it difficult to maintain focus and efficiency. This constant juggling can be mentally draining and reduce overall productivity.
• Additional meetings and member calls take up valuable time, further compressing the hours available to complete tasks. You can have up to 5 new member calls and up to 2 member health coaching call availability per day. You would have to protect your calendar to complete 100+ tasks but management limits the amount of flexibility you have over your calendars.
• The pressure to complete everything in 1–2 days creates a stressful and unrealistic environment.
• Little support from management, with feedback often being dismissive or demoralizing. There’s also a tendency to blame employees for not asking for help, even when clear guidance and proactive support are lacking. This creates a culture where employees feel undervalued and unsupported.
• Rapid iteration and constant changes to workflows every quarter make it difficult to establish a rhythm or gain mastery in the role. The frequent adjustments often feel uncoordinated, leading to confusion, inefficiencies, and added stress for employees trying to keep up with shifting expectations
• Opportunities for career growth are often withheld, such as being able to support other coaches on your team in learning and adapting to the role. These types of responsibilities, which could directly contribute to skill development and advancement, are rarely offered, leaving employees feeling stagnant and unappreciated.
• Coach’s have been moved to other teams without prior notice, and members are transferred from other coaches without explanation, adding to an already growing panel of 300+ members. This lack of communication and consideration makes it challenging to build consistency and trust with the team.
• Expectations are the same for coaches managing highly complex member panels and those with less demanding panels. This lack of differentiation fails to account for the additional time and effort required to support members with more intricate needs, leading to inequities in workload and added pressure for those handling more complex cases.
• Promotional opportunities are frequently offered to external candidates, while internal coaches with experience and proven dedication are often overlooked. This practice diminishes morale and leaves employees feeling undervalued and frustrated with the lack of upward mobility.
• Performance metrics are not communicated in a timely manner. In 2024, metrics expectations were provided just a few weeks before performance reviews, leaving employees with little time to align their efforts and meet those goals. This lack of transparency and planning undermines fairness and makes it difficult to effectively manage performance. Yearly performance reviews further compound the issue, as there’s minimal opportunity for course correction throughout the year.
- you must work 2 holidays per year.
- Working at Virta requires consistently operating at peak capacity and maintaining near-perfect productivity. There is little room for flexibility if you’re feeling under the weather, as high performance is expected at all times. Even if you meet company-wide metrics, falling behind on personal goals can result in being placed on a 90-day improvement plan.
