evolvedMD reviews

Hello from, Erik Osland, Co-CEO, Thank you for your thoughtful feedback and for highlighting your experience here at evolvedMD. Appreciate your trust in both me and Steve and believe you understand how passionate we are about this company and the people we serve (including, above all, our employees). With that, hope you also believe in the team and culture we’ve developed since 2017. While you mentioned many issues and topics above, it wouldn’t be appropriate for me to address them all in this forum but wanted to make a few things clear: 1. Corporate Culture – As we have grown to nearly 200 employees, yes, we have gotten more “corporate”. This is the natural evolution of companies, and we believe we have managed this change with more intention, empathy, and direction than any other company in our category. More process, rigor, and expectations are all signs of a healthy culture, not a bad one. 2. Balance vs. Burnout – We have always been and will continue to be committed to balance over burnout. In fact, the new model you reference was specifically designed to ensure that our clinicians are given an 8-5 schedule that allows for patient care, administrative tasks, and self-care. Our “target” for full time employees is 5 hours per day (25 hrs/wk) of direct clinical face to face time with patients, which allows on average, 3 hours per day of non-patient facing time. No single evolvedMD clinician has averaged over 6 hours per day of direct patient facing time in the last 12 months. 3. Psychological Safety – Psychological Safety is the cornerstone of our culture, so it saddens me to hear you feel like you were not heard or that you didn’t feel safe sharing those concerns. We continue to develop our managers to ensure they foster an inclusive environment; we also allow employees to provide anonymous feedback via quarterly pulse survey to ensure all employees have a comfortable format to express their views. While we may not fully align with your feedback, we want to thank you for taking the time to share and acknowledge your experience. Psychological safety is not about agreement but rather about having a space to voice concerns and it is always our top priority to learn from our employees on how we can do better. For that, we appreciate your willingness to share. We are in a business of improving lives, and you are an integral part of that – so thank you. We want our team to have the ability to share feedback or ask questions to leadership and, while we may not be able to make every change requested, we always listen and will try to do our best to explain why we can or cannot do something. With that, I would love to discuss this further, if you are willing, so we can grow as leaders and as an organization. You know where to find me if you want to talk further.