We are sorry that your experience with Symbria was disappointing. When business needs change, it is the responsibility of senior leadership to make timely organizational changes that will support continued success for the company and its employee-owners. Like many companies, Symbria has both added and eliminated roles over the years. We try to communicate the ‘why’ of decisions but because it is important to protect the privacy of individuals, we don’t share specifics about roles changes. Our intent is to treat each employee with respect. I would welcome the opportunity to hear more about your experience. If you are willing to share it, please contact me.
– Deb Bragg, Chief HR officer
Thank you for making time to share your feedback here. Your insights into both the day-to-day experience and work culture will help others better understand what it’s really like to work at Symbria. I am happy to see such a positive review. Your comments reflect what we often hear from our employees about their peers; we are proud of our employee-owners and how they support each other and our clients. Thank you again for sharing your thoughts.
– Brad Miller, VP Operations.
We are sorry that your experience with Symbria was disappointing. When business needs change we try hard to find work options for our employees. That isn’t always possible and, in those cases, our sincere intent is to communicate honestly and treat each employee with respect. I would welcome the opportunity to hear more about your experience. If you are willing to share it, please contact me via our company email system so we can set up a time to connect.
– Deb Bragg, Chief HR Officer
I appreciate you posting about your experience so others can learn from you. I am glad to see the positive comments about your local team- we take teamwork and patient care very seriously! At the same time, I recognize your frustration about using PTO to maintain your full-time benefit status. When patient census drops, we try to adjust schedules as best we can, but sometimes come up short on the provision of work hours to all of our employees, and PTO is needed to bridge the gap. Though achieving 90% productivity can be challenging at times, it is within industry norms and it is a target that we set to deliver on our business commitments. We strive to improve our work environment, client partnerships, and patient outcomes; listening to employee concerns and suggestions is important to us. If you are willing to share your feedback directly with me, please contact me via our company email system so we can set up a time to connect.
–Brad Miller, VP Operations
Thank you for making time to share your feedback on your work experience. As a therapy provider to different facility owners, we know there is variability in facility management and practices, as well as patient experience. We partner with our facility clients to do whatever we can to improve their patient outcomes and satisfaction while enhancing operation efficiencies. To address your concern about an increase in concurrent treatment, there are many modes of therapy that are acceptable within Medicare and Managed Care guidelines. As an innovative provider of rehab services, we want to be certain that our therapy teams consider every possible treatment approach to assist the resident in obtaining the best possible clinical outcome. We will continue to work with this and other facilities, and our staff, to implement solutions that maximize patient outcomes and support business needs. I welcome the opportunity to hear more about your work experience and improvement ideas – please feel free to reach out to me via our company website if you are willing to speak with me directly.
– Brad Miller, VP Operations
Thank you for making time to share your experience. You are describing the Respiratory Therapist (RT) program accurately. We do aim to have each skilled resident seen five times per week, and set position expectations and processes to ensure that the program continually grows and evolves to meet the needs of the community. Our RT’s are responsible for managing their own caseload and balancing their own schedule. Thank you again for sharing your feedback, please feel free to further discuss your thoughts or suggestions with your manager or directly with me.
– Brad Miller, Vice President, Operations.
Thank you for making the time to share your thoughts on working at Symbria. I’m glad to see you had such a positive experience!
– Deb Bragg, Chief HR Officer
Thank you for taking the time to share your experience. I’m happy to hear we were able to provide you with a career advancement opportunity while furthering Symbria’s business interests. What a great win/win story – thanks for sharing!
– Jay Mandra, VP Pharmacy
Thank you for sharing your feedback. We couldn’t agree more with your take on our partners and employees; we are fortunate to have great partners to work with and a team of talented therapists that provide excellent patient care. As a former manager, you were in a challenging role, balancing many responsibilities and details of the position while also ensuring quality patient care and a healthy bottom line. We do our best to support more than 200 program managers with resources, training, and coaching. We are committed to continually improving the work environment, patient care and client service; hearing and responding to concerns and suggestions is an important part of our commitment. If you have suggestions for how we could improve our manager support, I welcome the opportunity to have a discussion. If you do not recall my email address, you may reach out through our company website to request my information so we can connect. – Brad Miller, VP Operations
I am very sorry to see your negative feelings about our company but I want to thank you for being candid. I want to assure you that we have heard your feedback and would like to share information related to the issues being raised again. We have productivity standards that are common in our industry, support our business needs, and are attained by most of our therapists. We encourage our employees to work with their managers if they have concerns or difficulties meeting those standards but working off the clock is NOT an acceptable practice and is addressed in our employee handbook and in management communications. We are passionate about providing our Residents with the greatest opportunity to meet his/her optimal clinical outcome. In an effort to meet the needs of those that we service in the most efficient and effective manner, we continually explore and educate on the use of the modes of treatment available to our Managers and direct care providers. We will never ask staff to do anything outside acceptable guidelines. In fact, we are frequently praised in employee surveys for being a highly ethical company, and Integrity is one of our five core values. Covering for time off requests is always a challenge in a business like ours where we work 365 days/year. We ask our staff to help us find coverage, but the primary responsibility for coverage lies ultimately with the supervisor, and every effort is made to accommodate PTO requests in accordance with our time off policies. Again, thank you for your candor, and former service. – Brad Miller, VP Operations
Thank you for sharing your input, and for your former contributions as an team member. Because our business is tied to census and caseload, fluctuations in those areas does affect our employee schedules and work hours. When this occurs, we aim to shift our full time employees to other facilities to fill their schedules. When this is not feasible, we do ask employees to use PTO to fill hours to maintain their full-time status. It is not ideal, and it is a problem we have been investigating lately for better alternatives. Thank you again for sharing your observations from when we were on our employee-owner team. -Brad Miller, VP Operations.
Thanks for making time to share your positive experience. We are glad to hear about it, and appreciate you sharing it with others! –Deb Bragg, Chief HR Officer
Thank you for taking the time to share your feedback. I want to apologize for the negative experiences you cited, and assure you that you and other employees do matter – we take feedback like this very seriously. After seeing your post, our HR team immediately forwarded it to the regional director for your area and asked her to look into the concerns, especially the broken equipment. I agree that broken equipment can be unsafe and patient safety has been and always will be a top priority for us. We consistently review the state of our equipment and our standing policy is to repair or replace as quickly as possible. The satisfaction of our employees is critical to the success of our company, and while I did not address each of your concerns individually, I encourage you to contact me directly to discuss this further. You can find me in our Symbria employee email directory.
–Brad Miller, VP of Operations
Thank you for taking the time to write this response. I sincerely apologize for the negative experience you had. To improve communication, earlier this year we provided Symbria email accounts to all employees so we can better share company information. Please feel free to email our HR team at AskHR@Symbria.com for additional input or communication suggestions. While we certainly strive to maximize productivity, it should never translate into mandating documentation work after clocking out. We will reiterate this policy with all of our program managers to help ensure compliance. We also have begun to deliver leadership development courses to strengthen our manager’s skills and ultimately all employees’ work experiences. Please contact me if you would like to discuss these issues further or provide deeper insights. You can find me in our Symbria employee email directory.
–Deb Bragg, Chief HR Officer