Leadership is in denial - Case Manager Equitas Health Employee Review

Advancement at Equitas Health is a dead end, no matter how much effort or dedication you put in. There's an alarming disconnect between the level of work required and the compensation offered—salaries here are far below industry standards and completely out of touch with market trends, especially considering the cost of living. Leadership claims to be committed to employee growth and retention, yet their actions speak otherwise, with the organization losing talented staff left and right. Turnover is through the roof, and instead of addressing the underlying causes, the executive team simply ignores the exodus, choosing instead to pat themselves on the back for implementing changes that only add more stress to everyone’s workload. The company’s strategic direction shifts constantly—one week we’re focused on one thing, the next we’re headed in a completely different direction, often with little or no explanation. It’s like the leadership is steering the ship without a compass, leaving employees to pick up the pieces and deal with the fallout. The unpredictability is exhausting, and it’s obvious that no one in the upper ranks has a clear long-term vision for where we’re headed. They make changes on a whim, but instead of addressing real issues—like burnout, overwork, or low morale—they push out initiatives that seem designed more for show than for actual improvement. Communication from senior leadership is abysmal. Major decisions are made without involving the people who are directly impacted, and we’re often left scrambling to adjust. The lack of transparency is staggering—there’s little respect for the staff doing the groundwork, and leadership tends to hide behind feel-good messaging without addressing the real problems we’re facing. They’re quick to sweep things under the rug unless those issues blow up and land in the media. Only when a problem makes headlines or tarnishes the organization's image do they scramble to fix it, but by then it’s too little, too late. On top of that, the way they’ve handled staffing is completely unsustainable. The ratios of support staff to the number of employees we’re expected to assist are downright impossible. Leadership seems to have no regard for the well-being of the teams that are expected to shoulder massive workloads with minimal support. It’s clear that they expect us to be proactive and constantly “on,” but with these conditions, the reality is that everyone is stuck in survival mode, reacting to problems as they arise because there’s no capacity to plan ahead. Meanwhile, upper management spends more time congratulating themselves for implementing surface-level initiatives that often create more problems than they solve. They seem totally disconnected from the day-to-day challenges we face and appear content to ignore the obvious until it hits them in the face. If they truly cared about fostering a healthy, supportive workplace, they would focus on resolving the issues that are causing high turnover and burnout instead of rolling out one ineffective initiative after another. The leadership culture here is about saving face rather than making real progress, and it’s driving this organization straight into the ground.