Get Well Reviews

The August 19, 2014(fraternity) reviewer’s observations are correct. While it's clear the previous reviewer certainly has some strong feelings, most of it is dead-on. I observed several of the same issues: favoritism, nepotism (CEO’s sister is a VP and blatantly abused her position several times), fragmented leadership, poor communication, poor follow-up, no advancement and an overall feeling of elitism – where unpopular employees are often talked about behind their backs and kept from advancing with no explanation. If you're not "in" with the right people, you're not going anywhere – cliquish. It’s also worth noting that the responses from HR (seemingly taken directly from HR-101) and the CEO seem to be defensive which suggests this might not be the first time they’re hearing this. Hmm… I left on good terms, however.

Let me start by saying that I left GetWell on good terms and, although I am a “former employee”, I am in no way disgruntled or angry with them. My department was restructured and my position eliminated and a new position created. In all honesty, it couldn’t have worked out better for me - I found a job that’s considerably less stressful with higher pay….so, I have zero hard feelings toward the company. Let me first provide a response to Sharon Kaufman, SVP-People. Sharon states that “In 2014, 10% of our employees have been promoted or transferred internally”. Many people expressed their shock to me that I had not been selected for the new position and their surprise at others that had. I will say that the candidate taking my role was internal and more qualified than I for the new role. That being said, some others that were promoted to the same position are individuals viewed by many to be “in the CEOs bubble”, to quote the reviewer from August ‘14. Sharon states that the leadership team “values individual feedback” and “welcomes the opportunity to address individual concerns”. I heard that time and again while I was with the organization and provided feedback on several issues and concerns. Unfortunately, the feedback provided was always ignored and the only result was that I became viewed as a troublemaker and, ultimately, ousted. Sharon also mentions the recognition awards given to employees. Employee-employee recognition is very high and there is a very good working relationship between certain departments. That being said, there are 5 annual employee recognition awards given each year to align with the company’s core values. There is a huge disparity in who receives these awards, as they are awarded heavily to employees at HQ or field employees that are highly visible and at HQ often. Now I’d like to provide a response to CEO Michael O’Neil. Asking your wife and friend of 30yrs about the comments made by the August reviewer isn't going to give you an accurate reflection of how you are viewed by YOUR EMPLOYEES. You are no longer the humble CEO who truly appreciates the work your employees are doing “in the trenches”; although the words and message you deliver is the same, the sincerity and passion I heard from you when I started with GetWell has disappeared - along with all the respect I once had for you. You claim to care about your employees but did you take any time to reach out to the employees that were laid off? You didn’t offer a single “sorry to see you go” or “wish it had worked out differently”. I know this to be true for myself as well as others that were laid off with me and after I left, people that were once in your “bubble” and spent several years with the company, helping the organization make it through growing pain after growing pain. In my world, actions speak louder than words and those actions speak very, very loudly. You’re quickness and willingness to shrug off what the August reviewer has to say shows how out of touch you are with your employees and the amount of denial you’re in regarding the state of your organization. Let me wrap up this review with some advice for others: To current employees, I suggest you write your own review (positive, neutral, or negative) as it appears the company is listening now that feedback is displayed in an open, public forum rather than in an annual “anonymous” employee survey. To the reviewer from August, if you’re still with the company I wish you the best and hope that you are able to find a position somewhere else soon. Life’s too short to waste your time, energy, and talents at an organization that doesn’t appreciate them. To prospective employees, let me provide a few other things for you to consider. You should be aware that there is a definite divide between HQ and the Field. HQ employees seem to think that field employees don't work as hard - while field employees feel that HQ has it easy, working in an office surrounded by coworkers with the privilege of being buffered from dealing with angry clients day in and day out; both have their advantages and disadvantages. People still with the company have told me that “I got out at a good time”. Last but not least, since I left earlier this year I’ve had 5 employees contact me for asking for recommendations and assistance in finding jobs outside of GetWell - granted, that’s not a huge number when the company has ~200 employees but it does say something about the current state of affairs.