nursing assistant

registered nurse

licensed practical nurse

cook

dietary aide

Evergreen Healthcare Group

I have worked here for nearly three years, and while there are wonderful people throughout the organization, the lack of leadership, communication, and accountability has made it difficult to feel engaged or optimistic about the future.

Communication from executive leadership is almost nonexistent. Important organizational updates are often learned through coworkers rather than direct communication. Many departments operate in silos, leaving employees unsure of priorities, goals, or even the company's long-term vision. I still couldn't clearly tell you what the company's core values or mission are because they are rarely discussed or reinforced.

Career development is another major concern. In almost three years, I have never had a formal performance review, career development discussion, or conversation about growth opportunities. There is no structured feedback process, and employees are largely left to figure things out on their own. It often feels like leadership focuses on surface-level recognition rather than investing in employees' long term success.

There is also very little consistency across the organization. Processes frequently change without proper communication or training. For example, a new orientation process was introduced without providing standardized presentations, guides, or onboarding materials. Those responsible for onboarding were expected to create everything themselves with little direction. There is no centralized documentation outlining what new hires need, where to find information, or how onboarding should be conducted.

Benefits and internal communication also need improvement. Even basic information such as the benefits plan year beginning in September instead of January, is not clearly communicated during enrollment. Questions sent to corporate support departments often go unanswered, creating unnecessary frustration.

The organization also needs stronger collaboration between corporate departments and field operations. Many corporate leaders seem disconnected from the realities of working in the communities. I would encourage executive leadership to spend meaningful time working alongside community teams to better understand the operational challenges employees face every day. Decisions are often reactive instead of proactive, and employees who work directly with residents and candidates have valuable ideas that are rarely sought out..

There is real potential within this organization, but meaningful change will require leadership to listen more, communicate better, and provide employees with the tools and support they need to be successful.

What is the best part of working at the company?
The strong sense of team spirit, where everyone collaborates and supports each other. Additionally, the company places a high priority on safety, ensuring a secure work environment. They also provide excellent training, which helps employees gain valuable knowledge and skills.

What is the most stressful part about working at the company?
The most stressful part about working as a maintenance team member at the skilled nursing facility is responding quickly to urgent repair requests while ensuring the safety and comfort of the residents. Balancing routine maintenance tasks with unexpected emergencies can be challenging, and the pressure to fix issues promptly to avoid disruptions adds to the stress.

What is the work environment and culture like at the company?
The work environment and culture at the company are both collaborative and supportive. Team spirit is strong, with everyone working together to achieve common goals. The company places a high value on safety, ensuring that all employees feel secure in their roles. Additionally, there is a strong emphasis on continuous learning and development, with plenty of training opportunities to help employees grow and succeed. On top of that, our facility administrator and the entire administrative team are very approachable and easy to talk to, which fosters open communication and a positive atmosphere throughout the workplace.

What is a typical day like for you at the company?
A typical day as a maintenance team member at the facility is both busy and varied. I start the day by checking the maintenance log for any urgent repair requests and prioritize tasks accordingly. This can include fixing equipment, ensuring the HVAC systems are running smoothly, or addressing any plumbing issues. Throughout the day, I perform routine inspections to ensure that all areas of the facility are safe and in good condition. I also respond to any immediate maintenance needs that arise, which can range from changing light bulbs to more complex repairs. Additionally, I work closely with other staff members to support larger projects and ensure that the environment remains comfortable and safe for all residents. Communication with the administrative team is ongoing, as they are very approachable and help facilitate the smooth running of our operations. Overall, the day is a mix of planned maintenance and unexpected tasks, keeping me engaged and on my toes.

I had some incredible coworkers, but that couldn't make up for the horrible work conditions and treatment by upper management. Initially, the pay was competitive, however, when minimum wage went up they flat out refused to give raises to existing employees and shut down any sort of negotiations with the union. New hires were nearly making as much as people who had been there for three or four years. 

There was never a day that we weren't short staffed and staffing was constantly hounding people to come in on their day off, come in early, or mandate them to stay late. Vacation days were rarely approved. They interrogated you if you tried to call in sick, asking what was wrong, what your symptoms were, etc. I once called in with a fever and chills, and was told to come in for the nurse on my hall to check my temperature, because "it's not considered a fever until it's over 101 degrees." They threatened to write me up if I didn't come in to have my temperature taken. Hardworking, honest employees are written up for the most mundane reasons such as forgetting to wipe down the dining room tables, while others can show up hours late (or not at all) without warning or reeking of marijuana with no consequence. 

 As a CNA on second shift, I would often be responsible for 30 residents by myself since there was no coverage for all the call-outs and no-call/no-shows. I once worked the rehab hall and the day CNAs left without giving report, at least ten call lights were on, and I was the only evening shift CNA to show up. 2pm to 10pm I was constantly running trying to gain some ground on the call lights, but I would answer one and three more would turn on. That, plus trying to get people up and to the dining room (in addition to feeding those with dysphagia), it was a complete nightmare. Then they mandated me to stay an additional two hours. Sadly, this was not a rare occurrence. 

In addition to almost always being short staffed, we never seemed to have equipment in working order or the supplies needed to do our jobs. Lifts were constantly out of order, we would run out of gloves and briefs, we would run out of linen needed to change briefs (we used actual washcloths and not disposable wipes for peri care).

I worked in the Idaho location for two years doing a mix of evenings/nocs, it was a good place to work. Friendly CNA's, great LPNs, and amazing patients. Like all health care though, management was horrible and there were some lazy LPNs and CNAs. If someone would call out during a noc shift and you were already short staffed you would be stuck with a 40-1 patient CNA ratio, which isn't too horrible but I feel like management should step up and come help when that happens. This happened rarely though and most nights you had a 20-1 ratio. Though when that did happen the LPNs would often step up and help you answer call lights, if you had one of the good ones that night. The pay is horrible for the amount of work you have to do but better than most health care places in town and they have shift differential so it somewhat makes up for the low pay but I feel like morning shift does a lot more work than any other shift so I think they should get paid more than the other shifts. I've only worked two morning shifts here but the amount of work they do compared to the other shifts is unfathomable. The scheduler was very flexible with my schedule when I started school and as long as I gave them enough notice on when I could work they would work with it. My husband worked as well and wouldn't get off until 11pm, but noc shift started at 11pm, they would allow me to come in at 11:30pm which was really convenient. I only had to do this because we have a young daughter who couldn't stay home alone. Some people would work anywhere between 4 hour shifts and 16 hour shifts depending on what they wanted to work. The scheduler was also a very sweet lady, would help out when she could, and would work with everyone's schedule. They started using a daily pay app so you could cash out what you earned a day or two after you clocked out, sometimes sooner, which is very convenient! 

Work-life balance
This company doesn’t care about your personal life. They expect you to be able to work 24/7 with little pay and/or bonuses/ opportunities to receive raises. They will contact you multiple times at any and all hours asking you to come into work early when you work and come in on your days off as well

Pay & benefits
This company will do anything they can to pay you as little as possible or not pay you properly. The person in charge of payroll also is the HR rep and needs constant reminders/complaints to fix things like pay rate, deductions, and submitting PTO into the system so you get paid for the days you miss (when a PTO form is filled out)

Job security and advancement
You have pretty good job security given more people quit than they can hire and they don’t take serious any complaints of people not doing their jobs or harassing others. The only advancements you will make is if you go to school to be a CNA/Nurse. A CNA class was offered and paid for in the past, then do nothing to help with nursing school

Management
Management is awful. None of them care about anything other than money and keeping their doors open to continue making/taking money from people who are admitted to the facility. Contacting corporate or outside agencies (labor commission, attorneys at law) is needed to solve any serious problems with management not fulfilling their responsibilities to their employees

Culture
You can and will go days without any sort of break due to poor staffing and the high demand of certain residents. Nobody cares whether or not you take a break, how long it is or how frequent it is except for the employees who are lazy and constantly ask for help or for you to do things for them

Overall
Don’t work here, don’t send family members here when sick, injured or needing extra care that family can/won’t provide. If anything contact state/local authorities or the corporate office with complaints of abuse/neglect happening within the facility

Would not recommend. I've held my tongue for long enough.

This company lacks innovation and meaningful opportunities for growth. I work in HR, and there are only two corporate-level HR team members supporting a large operation. Training is inconsistent, and there is very little standardization across facilities. I have helped train employees in my state, but many new hires do not return after their first day at sister facilities, which speaks to larger onboarding and retention challenges.

One of the biggest frustrations has been the lack of support between HR and recruiting. While there is a recruiting department, I often found the partnership to be ineffective. There was limited implementation of new sourcing strategies or creative solutions to address ongoing staffing challenges. When facilities struggled with recruitment, actionable guidance and support were often lacking.

The recruiting leadership also fell short of expectations. Many discussions focused on past accomplishments rather than addressing current recruiting obstacles. I rarely received meaningful support, practical advice, or strategic direction when dealing with difficult staffing situations. At times, leadership decisions seemed disconnected from the day-to-day realities faced by those working directly with candidates and hiring managers.

The people I work with are what kept me here. There are many hardworking and dedicated employees throughout the organization who genuinely care about residents and their teams. Unfortunately, the company would benefit from stronger leadership, more standardized training, improved communication, and a greater focus on supporting employees at the facility level. 

I worked for this company for 5 Months that was suppose to be a Temp to perm position in the corporate office with a hiring agency after 3 Months,  I did my job well and was always volunteering for special projects, never was late for work nor did I miss one day of work.  When my 3rd month was completed I asked about being hire permanently and was told that they were currently not hiring permanent employee's even when they were actually hiring new employee's on the Weekly basis., at the 4th month I asked again and was basically ignored.  At the 5th month mark I asked again and explained that I needed a permanent position with benefits and if they were not interested in hiring me please let me know so I would have an opportunity to seek employment elsewhere without any gaps of employment, 2 days later I was released from the company.  As much as I wanted to stay and enjoyed working with all of the various staff members I considered my co-workers I did not appreciate how I was released and to say the least I was very upset when they let me go after all the extra time and effort I put into the company and even did the supervisors job when they were out sick for an extended period of length.  The biggest issue with this company is the lack of communication within the 65+ locations that are under the corporate headquarters and how salary employee's abuse the system by only working 3-5 hours a day while being paid for the entire day of work, I seriously recommend you requiring your salary employee's to clock in and out to stop all of the abuse within the company.  Also every pay period there was always issues with their pay system having issues paying their employee's accurately and on time.

During my typical day, I am focused on the referrals I receive from various hospitals and making sure I accurately review them and enter them into CRM. I will also be getting paperwork/charts ready for any incoming admits I may have in the next day or so as well as any re-admitting residents. I work on welcome bags, signs and packets for any of the residents that are admitting to our facility. In the event that one of our residents is out at the hospital, I will go and visit them and bring them a little stuffed bear to let them know their PHR team is thinking of them. Likewise, if there is a potential admit that I feel I need more information on, I might go and do an on-sight at the hospital w/ the CM to get additional information as well as answer any questions they may have. Every day I learn something new about the admissions process- whether it is insurance or behavioral or clinical, Admissions is always a learning experience. The hardest part of my job can often be dealing with the CM or the overload of work we get on the weekends and the pressure to constantly be on our computers even on the off days. Some weeks it feels like I don't truly get a break because I work 7 days a week just so I don't have to get the emails from my management team about a pending referral that has been there for 12 hours. The best part of my job easily has to be the residents- they never cease to make me smile when they come to my office and chat with me for a bit or just say hi to me in the halls. They are truly the sweetest. 

I was brought into the facility to bring moral up, and improve patient care. On my observation of the facility I first had to look at the In-Services provided to the staff, also the background working experience from which they came from. I learned quite quickly that many of the staff, had no training, whatsoever. I immediately put a WIP-Work Improvement Plan in place. I met with the Staff Deveoplement Coordinator who herself, was placed in a position knew how the position performed. I worked with her, developed In-Services, and facilitated the In-Services. I meet with the staff monthly to discuss our progress. Also it gave the staff the opportunity to be part of a new process and to contribute.
Working in management can be difficult at times, I find if you never forget where you started from you can be an will be an asset to someone. I have been in the medical field over 30+ years, started out as a MA, LPN, and RN. I remember who was my mentor.
My thought on the medical field, is that I treat all my resident, clients, patients as I want my own family to be treated. I will be the first to say when I loose the compassion I will leave the field time to retire.

Please note that patient care and customer service are non-negotiable this is one of the very first In-Services don.
My enjoyment is helping an assisting a facility and its staff who maybe the best of the best already, but can become even better.

Temporarily working for this company, I assumed it would be nice right off the start. I was working one of the lower end jobs, so I guess they couldn't be bothered with proper training, but the nursing staff was disrespectful, disorganized, and seemed to behave closer to children than they did adults. I spent months cleaning up messes I wasn't supposed to because these nurses were so careless, and did little to clean up after themselves. Management did little to no training, but will sign off that they sufficiently did so, and then find fault with you for not knowing your job — on top of the fact I was handling multiple peoples jobs at once, in a time frame that wasn't actually doable. They have a high turnover rate for a reason, and in the words of the manager, they'd rather understaff their team than spend time properly training them. My other coworkers had no coverage, and if we asked for it, we were met with shame and passive aggressiveness, and we were expected to handle taking care of a job alone that was better done by two people, minimum. Overall, it could've been a decent job — but that manager has to go. 

Top Job Titles	Average Salary
Nursing assistant 441 salaries reported	$23.30 per hour
Registered nurse 426 salaries reported	$45.66 per hour
Licensed practical nurse 405 salaries reported	$38.09 per hour
Cook 132 salaries reported	$19.34 per hour
Dietary aide 133 salaries reported	$18.23 per hour

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