BACTES, now Sharecare HDS has always had high turnover and that says a lot about the company if they cannot keep their people. For a company that talks a lot about their missions and values, it sure does not reflect on how it is actually run. There are definitely many areas of improvement, but the top three would be favoritism, nepotism, and politics:
Favoritism: There are employees that need some disciplinary action that is long overdue, but nothing is ever done by their direct manager or HR. They do not hold these people who are considered "favorites" accountable for their actions. When issues and complaints arise regarding these employees, nothing is ever done because they try and avoid conflict due to their seniority with the company. There is also no standardization for pay ranges, which leads upper management to give promotions and raises however they please, while others, especially hourly's, are given close to nothing.
Nepotism: Family is one of their values, which is great, but not when you have family reporting to one another. It creates the culture of favoritism. You have upper management's children reporting directly under the same line, siblings reporting to each other and even previously spouses reporting to one another. What truly boggles my mind are that candidates who have absolutely zero experience in the department they are interviewing for are hired as part of the leadership team, simply because they are related to upper management.
Politics: Because of the said two areas of improvement mentioned above, it causes employees to worry about things that are outside of their job description. People just want to come in, do their job, go home and not have to worry about being liked or wonder if their status of their job or raise are due to factors that is not based on performance or attendance. You feel like you have to always put on a mask.
