I appreciate the transparency that they presume to give

BJ has a great personality.

the flexibility and diverse knowledge

We care and we are passionate about our work.

Flexible work schedules, Permissive time off, work life balance, fully remote

The permissive time-off and flexibility in schedules as well as working remote.

Finishing projects, being recognized for my hard work (this is not done nearly enough)

I love to help people and solve problems. I like to know I make a difference and can makes others' lives easier just by doing what I do.

I think that BJ is very personable and accountable. I appreciate his candor. I appreciate the level at which they seem to listen to their employees as well.

The flexible nature of the company and the transparency of our CEO. He creates a transparent environment that unfortunately doesn’t seem to extend into the product and engineering

Long-term staff are being overlooked. symplr hires new staff with less experience at lower positions than current staff but gives them higher salaries. It doesn’t feel li

Filling gaps, creating real teams and departments would allow for a true co-worker team feel. Working alone is difficult and made harder when good employees leave because of poor salaries

The flexibility is super positive. Being able to define when I work and where I work is very attractive. The permissive time off is also great because it doesn't feel micro-managed either.

the flexibility is very positive. Since going remote, I no longer feel guilty being a parent. It's great to take care of the home and put in the hours for my work day without judgement.

Being recognized for my hard work. Unfortunately it feels like the internal recognition program is being overtaken with external customer service recognition which really hurts morale for those of us that don't have such an avenue.

Being helpful to others makes me happy, being recognized for that contribution would make me happier. The lack of people recognizing the contributions of those that make their lives easier seems to be a big downfall at symplr.

My team is small, but HIGHLY accountable to their quality of work and amount of work. There is no job too large. The comradery on the team and support to each other makes being on the team very enjoyable

Even though we are 100% remote I still reach out and talk to my friends and co-workers via teams as if we were in an office. It's the ability to count on each other that makes the culture so positive

permissive time off is superb, the fact that we have a bonus program for non-sales employees is amazing. It would be great to see what the measures for this are in an attempt to know how to positively affect a higher bonus.

Pay staff what they're worth & retain tribal knowledge in the company. We hire new employees without knowledge & considerably less experience, but we give them greater compensation. Increase current staff salaries to meet market demand, when we meet the demand of job hoppers.

Leaders are out of touch with the individual contributor struggles. HR still needs a lot of organization. HR is the heart of a company. That group continue to struggle after over 5 years which shows a lack of leadership in that area. No published salary-band is unacceptable.

I appreciate the honesty. I like the feedback. I would have appreciated a little more concern and consideration when the Premiere deal happened to care about the highly tenured employees losing valuable PTO and feel it would have been great to negotiate maintaining that tenure for them.

I think they try to be transparent and share, but at times I feel as though the discussion portion of our symplr townhalls and meetings is super unprofessional and childish. I'm for having a great time, but the lack of professionalism on a company wide call is really disappointing.

Having my hard work acknowledged. I feel like there isn't even recognitions given out. The quarterly awards have unfortunately turned into a popularity contest. I think it would be nice to see those recognized day in and day out instead of those with a 'let's get them an award' campaign

It's a bad look when someone is passed over for a promotion because another employee historically difficult, says they won't work if they are managed by so-and-so. This is not how a business should be run - to bring in an outsider to avoid issue and demote someone because of a difficult employee.

they are hard working and personable for the most part. I can talk without reservation and be candid. There are a few I would rather not work with, but that's probably true anywhere. Mostly it's because I feel like their contribution to symplr is negligible and we'd be better off absorbing them.

Being recognized for a job well done, but unfortunately that feels so few and far between that recognition is more of a popularity contest to see who can campaign for the most nominations. If all SLT had to put in nominations for 5% of their staff to get an award I think that would be great.

I feel that the amount of work I'm asked to do is not comparable to the amount of pay or the time put forth. All things considered there are others with a lot less expectations making the same if not more. I feel as though my title does not reflect the importance of what I do either.

I find it a disservice to a long-term employee to have to job hop in order to be paid fair market value. When brand new employees are hired at a lower level position in the same tier at a higher compensation it feels like the company is saying we don't need the value you bring with your loyalty.