We set out to provide a new standard of care rarely achieved in the skilled nursing environment. Providing "100+1" service means that each individual Legacy Healthcare employee is committed to consistently doing their very best each day, and then giving just a little more of themselves to ensure our patients receive the best quality care. read more
Legacy Healthcare's Management Ratings
Legacy Healthcare's Management Ratings
Based on 9 ratings, Legacy Healthcare employees rate their manager a "C" or 66/100. The Manager score takes into account how employees feel and value their relationship with their manager. The score is comprised from Legacy Healthcare employee feedback to questions like “How often do you get valuable feedback on how to improve at work?” and “Does your manager seem to care about you as a person?”
Where This Score Ranks Legacy Healthcare's Manager
- BOTTOM40%
In the Bottom 40% of 1735 Similar Sized Companies on Comparably
- ?
Not enough ratings to compare against competitors.
57
Jan
64
Mar
70
Aug
71
Dec
70
Jan
C66 / 100
May
Not Enough Ratings To Show Who Ranks Manager the Lowest
Anonymously rate my experience at Legacy HealthcareLegacy Healthcare Manager At a Glance
Legacy Healthcare's Manager score is in 1st place compared to their competitors. The company is in the Bottom 40% of similar sized companies on Comparably.
At Legacy Healthcare, Caucasian employees feel the most supported and have the best experience with their manager.
Legacy Healthcare's Manager Trendline
- Legacy Healthcare66
- Similar Size on Comparably
How Legacy Healthcare's Manager Score is Calculated
63
out of 100
How would you rate your manager?
Does your manager seem to care about you as a person?
How often do you get valuable feedback on how to improve at work?
Do you feel comfortable giving your boss negative feedback?
Legacy Healthcare's Manager Rank Against Similar Sized Companies on Comparably
BOTTOM
40%
Legacy Healthcare ranks in the Bottom 40% of other companies on Comparably with 201-500 Employees for Manager Score.
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