Mile High Psychiatry Reviews

It’s been almost a year since I left MHP, and after joining a company that is organized, values integrity, and truly appreciates its employees, I’ve realized just how toxic MHP really is. At first, things don’t seem bad, but it doesn’t take long to see the reality. If you’re good at your job or go above and beyond, don’t expect recognition, growth, or compensation, just more work piled on, with nothing in return beyond a token shoutout in a meeting. Literally never received a performance or annual raise. The only people advancing are those already in management, who ironically rely on floor staff for answers since they rarely have them themselves. Follow through from leadership is practically nonexistent. HR does not support employees, their role is strictly to protect the company. Policies are inconsistent, made up on the fly, and enforced only when convenient for management. The worst experience I had was being misled into what was called a “group training,” only to find out it was actually a mass layoff. All of management sat there, avoiding eye contact, leaving everyone blindsided and humiliated. I never even received answers to why I was laid off because everyone refused to talk to me afterwards. Meanwhile, the real issues, like constant gossip from managers behind “closed” doors are ignored. Employees can hear management talking about staff through those paper thin walls, which is not only unprofessional but also incredibly discouraging, especially from a team that claims “we’re family.” Stay far far away from this place

Toxic positivity runs rampant here, masked by the ever-present “we’re a family” narrative. If you have valid concerns, frustrations, or ideas that don’t align perfectly with leadership, you’re quickly labeled as “negative,” “difficult,” or “not a good fit.” Dissent isn’t welcome — only blind agreement is. Leadership doesn’t encourage dialogue — it demands compliance. It’s less a team, more a Cult of Personality. There was a manager who created a safe, supportive space and followed through and provided support and guidance. She’s gone now. The remaining managers simply echo whatever the CEO wants, even when it’s clear the decisions are reactive, ill-planned, or damaging. After a large layoff — deceptively framed as “training” for those being let go — the workload didn’t change, it was just redistributed to the remaining staff with little to no support. Constant cross-training has eliminated clear job roles. Instead, it’s a never-ending cycle of gap-filling with no structure or boundaries. Promotions and opportunities for growth are dangled, then pulled back without explanation — but you’re still expected to perform in a lead role, without the title, pay, or recognition. The company frequently pursues external partnerships with no solid plan or strategy, often assigning staff to do the heavy lifting behind the scenes, only for everything to fall apart due to poor leadership and lack of foresight. Grandiose, short-sighted ideas from the owner and CEO dominate the direction of the company, with no accountability when they fail. The few remaining providers operate with little accountability because the company is too afraid to lose anyone else. Morale is low, transparency is non-existent, and the financial instability is obvious — despite leadership pretending otherwise. They will love-bomb and gaslight you during onboarding, but the dysfunction becomes clear quickly. If you value psychological safety, clear expectations, or healthy leadership — run.