Nonsense - Research Analyst Ginger Employee Review

Thank you for sharing your feedback. We’re sorry to hear all of the concerns you’ve outlined, and in particular, your comments on listening and empathy. This is critical to our success as an organization, in alignment with our value of cultivating compassion. We recently fielded a comprehensive survey of our coaches to understand key pain points and come up with solutions. In addition, we solicit feedback from coaches through meetings and 1:1s on a weekly basis. We’ve heard tremendously helpful ideas from coaches, and are working to implement many of these now. One of the changes we’re making involves moving to a new system of pods, to create more consistency when it comes to management and supervision, to improve our approach to training, as well as to create a greater sense of cohesion among coaches. This change, like all changes, will include some bumps in the road, as we work to improve everything from our meeting schedule to our communication tools. We appreciate that change can be difficult, and we want to partner with you, and all of our coaches, to ensure that we learn together over time. Regarding coaching volume, this is a top priority for our business operations team and our leadership, to ensure that we have a durable and sustainable model moving forward. We are in the midst of rolling out many different initiatives to ensure we are accurately understanding demand patterns and staffing appropriately. These include building in a hard cap on the number of consultations coaches do within a period of time, as well as considering other ways to allow coaches to have more predictability in their workday. If you believe your load is higher than it should be, please talk directly with your manager or other member of Coaching Leadership. Our goal is to ensure that we have good visibility into the day-to-day experience of coaches, but our data, like all data, may not always reflect a coach's unique or complete experience. For this reason, we partner closely with coaches to ensure we can identify specific and targeted fixes, as needed. In terms of compensation, we partner with external consultants to get up-to-date market data, which is key for us in making determinations about pay--for coaches as well as other staff. The virtual care market changes quickly, so we regularly evaluate our compensation package to ensure that it is competitive. Recent improvements include an increase in our 401k match, as well as a generous wellness stipend. We would love to be able to discuss your feedback further, and encourage you to reach out to your manager or another member of our Care leadership team. In the meantime, if you haven't already, we highly encourage you to complete the survey we sent to all coaches a few weeks ago (week of Jan. 31), so that we can understand the causes of stress that are most impactful for you. A major focus right now is gathering more accurate data about coach experience, given that there is so much variability, and we hear positive feedback on a regular basis. This survey will enable us to have a deep and nuanced understanding of the coach experience, including yours. So far we’ve had an excellent response rate to the survey, which will close soon. If you haven’t yet completed it, please do. Thank you again for your feedback.