Good hard working people work here. But this company is in the dark ages when it comes to employee retention. - Specialist Option Care Health Employee Review

1.0
23 Feb 2022
Recommend
CEO approval
Business outlook

Pros

Good work life balance. You work from home. Choose your own hours.

Cons

I’m not sure who is at the top of this company making decisions, but they must not live in the real world. Companies are clinging to good talent more fiercely then ever. Not Option Care. Inflation is 7.5%. Chipotle is paying $20 per hour. After 2 years of being a “go to” employee, I don’t even make the same amount as the cashier at Chipotle. Certainly I am valued more than that? Sadly this company rather turn over team members then pay them a fair wage. While I watch other companies offer incentive pay, cost of living increases, and wage surveys sadly this company does none of this. If you want to be compensated fairly, don’t join this company. You can make the same and more in retail, grocery, restaurant and fast food.

Explore other reviews about Option Care Health

5.0
8 Jan 2026
Recommend
CEO approval
Business outlook

Pros

Come a long way and workload is great and feel like you got the tools to advance

Cons

No overtime at this moment

2.0
31 Mar 2026
Recommend
CEO approval
Business outlook

Pros

The work is meaningful, and many frontline employees are dedicated, hardworking, and committed to patient care.

Cons

My experience with Option Care Health was defined by poor leadership, lack of accountability, and an unsustainable workload. Work volume increased significantly over a relatively short period of time, while staffing levels did not keep pace. Employees were expected to absorb the additional workload without the resources needed to do so, creating a high-pressure environment that was not sustainable. Leadership lacked visibility and engagement with frontline teams. There was little effort to understand day-to-day challenges, and communication was often inconsistent or absent. This disconnect made it difficult for employees to feel supported. As operational demands grew, responsibility was frequently shifted away from leadership and onto external factors or frontline staff. Employees were made to feel as though they were not doing enough, despite consistently working at or beyond capacity. Additionally, dismissive comments from leadership suggesting that performance issues were due to employees not wanting to work contributed to low morale and did not reflect the reality of a team that was working extremely hard under increasing pressure. Overall, the culture did not prioritize employee support or accountability, leading to burnout and frustration.

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