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symplr’s comprehensive healthcare operations solutions, anchored in governance, risk management, and compliance, enable our enterprise customers to efficiently navigate the unique complexities of integrating critical business operations in healthcare. For over 30 years, our customers have trusted our expertise and depended on our provider data management, workforce and talent management, contract management, spend management, access management, and compliance, quality, and safety solutions to help drive better operations for better outcomes. Learn how at www.symplr.com. leggi di più
The best corporate experience in my long career.
Descrivere brevemente la vostra esperienza complessiva presso la vostra azienda
The first years were good, now this company is no better than any other greedy company who care little about people.
Cosa ti piace di più del team di leadership?
They seem to be open and down-to-earth.
Qual è la parte migliore del tuo compenso?
It's the total package that counts.
Qual è la parte migliore del tuo compenso?
WFH, HSA matches, 401K matches, PTO
Quali sono alcune delle cose migliori della tuo team?
We care about each other.
Che cosa ti rende più felice sul posto di lavoro?
I like solving problems, working with teammates, and helping people.
Quali sono alcune delle cose migliori della tuo team?
They are team players, and we all have a love of learning.
La cosa più positiva della cultura e l'ambiente presso la tua azienda?
I feel encouraged to share my ideas as a member of the team, we have open and honest dialog.
Che cosa deve fare il gruppo dirigente per migliorare?
Include managers in making RIF decisions. Decisions made without their knowledge causes undue hardship to those who remain and destroying morale.
Che cosa sta andando male e come può essere migliorato?
Have lost my trust. This is not the same company I started with. In my area there is no career growth.
Cosa ti piace di più del team di leadership?
This is the first company I've worked for where I feel that the leadership team is truly invested in the employees and mean what they say. They are not just checking a culture box.
Perché ti senti sottovalutato e che cosa ti farebbe sentire meglio con il tuo compenso?
It was understandable that you had to level the playing field regarding bonuses, and you gave those who were losing it compensation. Then at merit time you promptly cut their merit pay in half. This undercut your previous action and sent a clear message that lower level employees are not an asset.
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