Bernard Health Reviews

Growth is stifled by poor senior leadership. There has been turnover in leadership and the majority of the “new” senior leaders are focused on their own self promotion rather than the success of their teams. Very minimal training because leadership doesn’t understand the product or the customers. Be prepared to ask a lot of questions that no one knows the answer to. Goals are unrealistic, and not backed by data, which leads to inflated OTEs and great people not getting paid what they were promised during the interview process. Last, ask questions to make sure the culture aligns with your values. They’ll tell you they want “competitive and aggressive” people, but really they want robots to be micromanaged with no regard for work/life balance or the safety or wellbeing of employees.

1. Unclear Objectives: Sometimes it seems like the teams/departments aren’t on the same page, let alone in the same book. If you’re cool with being undermined and feeling stupid in front of your clients for following directives that seem to change by the day, you should apply. 2. The Illusion of Autonomy: The CEO claims he wants high achievers but once he brings them in he stifles their creativity and diminishes their ability to thrive and enjoy their work. It does no good to hire the best and brightest if you aren’t going to let them do their jobs. 3. The Product: Quite frankly, it's a sub-par HRIS. No offense to product team- you’re just doing what you’re told. 4. Misguided Micromanagement: The “get your work done and be mindful of your other team members” culture of yesteryear began to fade away with the delineation of exempt vs non-exempt employees (in accordance to the DOL law, so they had to, not their fault). To exacerbate this issue even further, as new senior leadership has been brought in, the *highly touted* culture of mutual respect has been destroyed, and what’s left is a desolate wasteland of low morale that the CEO has filled with penny pinching “yes [wo]men”. 5. Monthly Brainwashing Meetings: As mentioned in other reviews, if there is a criticism of anything operationally, you can expect it to be discussed ad nauseam in the monthly meetings that literally were first implemented to encourage fellowship and increase morale amongst the team members. It has slowly morphed into a monthly harangue from the CEO about why we won’t be changing the way we do things. But in all fairness, it’s his company, his money, his name, so whatever. 6. The Illusion of Care: It’s painful to write this one, but to be honest, please stop pretending to care deeply about your employees. It’s clear you might have at one point and still try to say you do, but the lady doth protest too much, methinks.