How are career development opportunities at Extendicare?

1. Resident Relationships Building strong connections with residents and their families. That kind of human-centered work is rewarding and meaningful—especially when you know you’re making someone’s life better. 2. Team Camaraderie (At the Ground Level) Among frontline staff—especially in recreation and PSW teams—there was genuine support, teamwork, and care. 3. Experience and Growth The workload was intense, but availability to gain a wide range of skills: admissions, crisis mediation, student supervision, interdisciplinary planning, and navigating challenging dynamics. 4. Opportunity to Advocate The direct contact with families and residents, giving lots of opportunities to advocate for others. 5. Program Exposure Involvement with student placements, staff orientation, IDCCs, and family meetings—experience that adds real depth to a professional profile.

1. Toxic Leadership Culture Favoritism and nepotism, exclusion, backdoor promotions, and inner circles defined the leadership model. It created a culture where hard work and integrity were punished instead of rewarded. 2. Lack of Recognition Despite taking on more than the role required, were often overlooked—left out of events, decisions, and acknowledgment. 3. Job Insecurity People were let go without transparency. There was no progressive discipline or clear performance management—just sudden removals that left others in fear of being next. 4. Burnout and Overload Often doing the job of two or three people, often without breaks, compensation, or formal support. That level of strain is unsustainable and harmful to a person's well-being. 5. Silencing and Undermining Raising concerns or advocating for residents and staff often led to pushback, cold treatment, or retaliation. Leadership prioritized compliance and control over collaboration and communication.

Work from Home and pay

IT team level degraded a lot- no growth opportunities, hell lot of work and too much micromanagement no culture diversity Rude management

Some colleagues are good, honest and one of the only reasons people stay.

This organization has one of the highest turnover rates I’ve ever seen, driven by a toxic workplace culture. Projects are often launched without clear goals, leading to wasted effort and frustration. Recognition for good work is nonexistent, while poor performers are promoted, creating a demoralizing environment. Many talented employees leave quickly, and morale among those who remain is low. If you’re looking for a place that values its people and invests in meaningful work, this is not it.

Extendicare offers a great office environment with a collaborative and team-oriented culture. It’s an excellent organization to learn, grow, and develop your career, especially at an early stage.

Fast paced and high workload environment. There is high turnover and structuring at the organization. Limited career progression in certain departments, corporate and frontline disconnect. Change Management and Bureaucracy - Extendicare being a large organization their decision-making can be slow due to multiple approval layers. Frequent process changes, compliance requirements, or policy updates can be frustrating or difficult to keep up with.

Have not found any benefits or career growth.

Managers are very rude. ..

Hybrid work model with flexibility

Slow career growth Frequent management changes

Job Security Competitive Pay Interesting / Involved work Familial Team / Work Environment Prioritized Industry

Bonus allocated only towards Managerial level staff. Unspecified Growth Opportunities - You come in, you do your job, get a yearly inflation bonus - Not a place nor organization for young professionals looking to climb the corporate ladder in short succession.

lots of opportunities, and lots of fun. The company is moving towards right direction - using technology to improve communications and service innovation. Colleagues are helpful and very knowledgeable.

Fast moving environment, and evolving - connecting the dots is a good skill to bring in, along with proactiveness to keep up with changes, and pivot to add value.

Supporting staff, well behavior, good payment

No progress, and personal growth

1. Resident Relationships Building strong connections with residents and their families. That kind of human-centered work is rewarding and meaningful—especially when you know you’re making someone’s life better. 2. Team Camaraderie (At the Ground Level) Among frontline staff—especially in recreation and PSW teams—there was genuine support, teamwork, and care. 3. Experience and Growth The workload was intense, but availability to gain a wide range of skills: admissions, crisis mediation, student supervision, interdisciplinary planning, and navigating challenging dynamics. 4. Opportunity to Advocate The direct contact with families and residents, giving lots of opportunities to advocate for others. 5. Program Exposure Involvement with student placements, staff orientation, IDCCs, and family meetings—experience that adds real depth to a professional profile.

1. Toxic Leadership Culture Favoritism and nepotism, exclusion, backdoor promotions, and inner circles defined the leadership model. It created a culture where hard work and integrity were punished instead of rewarded. 2. Lack of Recognition Despite taking on more than the role required, were often overlooked—left out of events, decisions, and acknowledgment. 3. Job Insecurity People were let go without transparency. There was no progressive discipline or clear performance management—just sudden removals that left others in fear of being next. 4. Burnout and Overload Often doing the job of two or three people, often without breaks, compensation, or formal support. That level of strain is unsustainable and harmful to a person's well-being. 5. Silencing and Undermining Raising concerns or advocating for residents and staff often led to pushback, cold treatment, or retaliation. Leadership prioritized compliance and control over collaboration and communication.