High Expectations, Low Quality Results
Pros
- Flexibility: The job provided a high level of flexibility in terms of work hours and scheduling, which allowed me to balance other personal and professional pursuits, including studying for certifications. The option to take union holidays was also appreciated, as it offered additional time off throughout the year. - Paternity Leave: I am grateful for the paternity leave offered, as it allowed me to spend valuable time with my family.
Cons
- Micromanagement & Lack of Trust: My manager’s constant involvement in daily tasks and repeated reminders of past mistakes created an atmosphere of distrust. This micromanagement significantly lowered my confidence and led to a decrease in my motivation to perform well. It often felt like I was being set up to fail, especially following a mental health crisis. - Pressure for Numbers over Meaningful Work: The emphasis on metrics, such as engagement numbers and health coaching targets, overshadowed the quality of interactions. This focus on numbers made the work feel inauthentic and disconnected from the true goal of health and wellness promotion. - Busy Work & Lack of Fulfillment: Despite the promises of a meaningful role, much of the job was spent on busy work that took very little time to complete, leaving long stretches of unproductive time. The job quickly became monotonous, and this lack of engagement contributed to a sense of burnout. - Unmet Promises of Impact: The position was presented as one where I could make a meaningful impact on health and wellness. However, the reality was quite different. Instead of focusing on promoting health, much of the job became about hitting arbitrary numbers and performing repetitive tasks. The lack of genuine opportunity to create real change was disheartening and ultimately led to a feeling of disconnect between the role and its stated mission. - Union Dues without Benefits: Although we were required to pay union dues, we did not receive the benefits typically associated with union representation. Additionally, our department often felt overlooked when it came to financial resources. - Inconsistent Communication from Management: Management’s claim to advocate for coordinators was often contradicted by the pressure to meet unrealistic corporate expectations. This created confusion and contributed to an already overloaded work schedule. - End of Employment Process: The exit process was disorganized. Issues with vacation time and benefit payments during my paternity leave were not properly communicated, leading to a financial discrepancy and an unclear termination timeline.
