Restore Hyper Wellness reviews about "service"

It was very sales based, which is not something I personally enjoy.

Ran very poorly no expectations but let go when underperforming

sales associates are expected to heavily push memberships at all costs

Not enough Staffing, overbooking, always changing protocol. Out of stock items. Complicated membership and package structure. Franchise owners are terrible, only care about money and micromanage.

Pay, lack of opportunities and growing potential. No healthcare

Stagnant compensation, lack of advancement opportunity, sluggish corporate structure - lagging within industry; owners are callous, foolish, out of touch; management is swiss cheese

As a nurse you are the only one working the medical side unlike most healthcare environments you have a team. They say they "train" the "front of house" to help you out with things like taking BP, but at the end of the day they do not understand why 149/90 or 90/50 is not acceptable and needs to be communicated instead of just written down and you end up having to do more work. You are the only person there with medical training. On top of your nursing duties, they don't tell you in the beginning but later expect you to sell ingredients and packages to patients/clients so you have to add on selling to your job which is just not at all the nurse's job. This is a business and they are there to make money so they will pack your schedule as much as possible. This job is pitched as easy going but I've honestly had days equally as busy as the hospital where I did not get to sit down and eat lunch or go to the bathroom until the store closed and had to stay late to chart. I've worked at multiple locations and they've also had multiple locations close due to financial issues. It's either completely dead quiet or packed and 1 nurse can only do so much.

Long-term loyalty and consistent performance are not always valued. Leaders who spent years building strong, high-performing teams can be let go while less experienced employees are retained due to lower compensation or internal politics. Compensation differences between employees in similar roles can also create frustration and impact morale. There were frequent shifts in direction from HR and executive leadership, which created instability and made it difficult to maintain consistent expectations across locations. The HR department at times appeared to lack operational experience or a clear understanding of the realities faced at the center level. This sometimes resulted in decisions that felt disconnected from day-to-day operations, with limited accountability or oversight. During my time with the company there were also several changes in executive leadership, including multiple CEOs and CFOs. The amount of turnover at that level made long-term direction feel uncertain and contributed to inconsistent strategy across the organization.