front desk agent

mental health case manager

mental health therapist

mental health technician

benefits manager

LifeSpring Health Systems

The staff that have been there have been there far to long. Employees degrade and harass other employees based on their sexuality, race, and other reasons. The management dose not provide training. You are in a sink or swim environment. When asking questions management will often state they don't know without clear direction of who to ask for help. 

Management has too much power over HR - HR appears to simply go and do what management wants without much insight otherwise. When advocating for change, it is ignored and staff are censored. Employees yell and scream at other employees and management does not stop this behavior. the environment is hostile and not productive to clients treatment. I have even seen employees in yelling matches with clients and push clients into having an outburst to discharge them because the staff did not like the client. 

They have recently went through a merger with another organization and that shows growth. Upward mobility is hampered as there are not many upward positions created, most are lateral moves. They give 4% raises annually which is supposed to be performance based, but it is not. Everyone gets this raise whether they are great at their job or not. Billing practices by staff are not on the up and up. If you want to work at an ethical employer, this is not the employer for you. Management also will gossip about other employees in their offices. 

I had a bad experience, but I hope that others have a better experience than I have had. 

I hope this review makes a change that is needed.

There is no “fair pay” for the area nonsense, it’s a federal rate that anyone can look up and see at any time.  If a candidate is applying for a job at a FQHC or a CCBHC then it is incumbent on them to do their own research and make their own decisions.  A person shouldn’t take anyone’s word for it, simply look it up and decide for yourself.   Look up in google FQHC billing rates for an LCSW, LMfT or commiserate salary.  There is a general fair market value for these jobs. There also seems to be a cookie cutter response by the HR department which fails to recognize what the area actually is.  Lifespring is in a part of southern Indiana that is also generally considered Metro Louisville, literally 1.13 miles from downtown Louisville which is not insignificant.   Real estate, cost of living and economics matter but that is really beside the point.  These reimbursement rates are not local at all anyways, they are set by CMS at the federal and state level through Medicare and Medicaid reimbursements and for licensed staff you can’t make the case that you would pay licensed providers less because the locale somehow justifies it when the fqhc and ccbhc rates are established by law.  Providers know what their reimbursement rates are so I think the HR department has a bit of a problem.  This may be something that an hourly person might fall under but not a licensed practitioner providing care and with an independent NPI number like a NP, LCSW and recently other disciplines have gained this ability to bill Medicare.  

The pay is horrendously low for every position, and there haven’t been cost-of-living raises in years. You have to truly care about your patients and coworkers to stay. At first, you love the work and the people — it feels amazing. But slowly, the stress builds, and the slow descent into madness begins.

Workloads get heavier, hours change unexpectedly, and you will be reprimanded for overtime. With so many people laid off or quitting, you end up taking on more responsibilities and tasks you aren’t trained for or compensated for. So many this year have been terminated/laid off company wide. 

Policies are vague — enough to protect well-liked employees but leave others exposed. HR can talk down to staff in meetings in a humiliating way, like you would a child, and I have witnessed this happen to multiple people. Gossip and tension run high at every level, from front desk to executives, making offices feel less like a family and more like a work mill. Patients are pushed through like numbers.

The stress follows you home and affects your personal life. Promises are often made and never kept. Working in behavioral health should be rewarding, but here it can feel draining and damaging. Constant instability, the lowest pay in the state, and staff emotionally lashing out or throwing each other under the bus for little gain make it not worth it.

Many of us who have left are much happier and less stressed now. 

During my time at LifeSpring, employee turnover was presented as extremely high. The company regularly sent emails announcing staff departures, and over the course of a year I received over 250 of these notices, very often with more than one name attached. Based on my experience, it often seemed as though at least one employee was leaving the organization nearly every day.

The turnover was not surprising given the concerns about workplace culture and management practices. It frequently seemed as though billable productivity was prioritized over the needs of clients and frontline staff. 

One of the most troubling experiences I had at LifeSpring involved a client welfare situation that required mandatory immediate reporting. Before I could do so, I received direction from senior leadership that I believed was inconsistent with the mandatory immediate reporting obligations under Indiana law. That experience left me deeply uncomfortable and contributed to a loss of confidence in the organization's leadership and commitment to accountability.

Combined with the exceptionally high turnover rate, these experiences left me feeling unsupported and discouraged and make it difficult to recommend this organization to prospective employees seeking a healthy workplace culture.


What is the best part of working at the company?
The patients and travelling to different communities. 

What is the most stressful part about working at the company?
They hire me for on job LPN then after hired they added office worker and insurance biller without notifying me. 

What is the work environment and culture like at the company?
Great company but management needs improvements especially office manager. Smiles to you face but stabs you in the back. 

What is a typical day like for you at the company?
Check in patient, get insurance, bill insurance, Do LPN office nurse duties then check out LPN office duties, help NP as needed, draw blood, package them, and/or give shots and immunizations, educate patient as needed, answer patient  questions as needed, do PAs and set up tests and do referrals, get medical records per pt as NP request, follow up on any of these as needed. Get info for NP as needed and call back patient with NP orders or info, clean and stock Trailor and office. Clean Trailor and office in morning, after each patient and at end of shift. Do daily, weekly and monthly machine Like CLIA checks and bottle testing. Check for out dated stock and order as needed ie medicines, etc.  Rotate stock. Don’t for get documenting all this in books and/or computer charting. I’m sure I have forgot other duties.

Executive management needs to spend more time in the offices they oversee and less time disconnected from daily operations. There is a significant lack of communication between leadership and staff, which creates confusion, frustration, and inefficiency. Decisions are often made without a clear understanding of the challenges employees face on a daily basis.

Employees are routinely expected to work short-staffed while taking on additional responsibilities with little support. Staff are often asked to perform duties well beyond their job descriptions while receiving compensation that does not reflect the workload or level of responsibility expected of them.

The company frequently justifies low wages by citing the local market or geographic area. However, pay should be based on the actual responsibilities, expectations, and volume of work employees are performing—not simply where the office is located. When employees are expected to cover multiple roles, manage staffing shortages, and keep operations running smoothly, compensation should reflect those demands.

Morale suffers when staff feel unheard, overworked, underpaid, and undervalued while upper management remains removed from the realities of the workplace. The organization has potential, but meaningful improvements in leadership presence, communication, staffing, and fair compensation are greatly needed.

Wonderful staff, so supportive, always room to gain more knowledge, everybody helped everyone. A typical day started out with clinicians, just going over new patients and progress of older ones. The therapists, nurses, case manager and doctor would discuss best treatment plans. Next the clients were attend group, therapy, AA/NA and meet with social workers and therapists.During the way, I would meet with my caseload in my office to to do intake, sign them up for insurance, and deal with any custody/probation issues and schedule any doctor appointments as well as take them to probation meetings.I was the liaison between the client and Drug Court, so I constantly wrote correspondence between Judge and probation officer. I connected the clients with community resources-free/cheap medical and dental health, Much of my time was trying to find halfway homes after their release.

Most enjoyable part was my workers. We all worked together to help the client succeed. On the flip side, very few people stayed cleaned that was discouraging. Also, not much room got advancement unless you decided to pursue an MSW

Management was incredibly supportive-couldn't ask for better. They always supported us.. 

I would love to fins a similar position for were I relocated!

A typical day is seeing clients back to back all day. There's a weekly treatment team meeting that is so short you can't staff all the cases that are needing to be staffed. Depending on your role you may or may not get an actual lunch. The breakdown between staff and executive management continues to get worse and theres a lot of micromanagement. The company tries to grow and expand  before they are financially ready too and before having proper staffing. Lots of wasted revenue due to poor Management styles and lack of business knowledge. Work place culture is terrible and moral has been extremely low for years resulting in a lot of turnover and burnout. There's no avenue to resolve co-worker issues because HR does not take things seriously or follow policy. The best part of the job is your immediate co-workers but beyond that you'll spend your day miserable only to be poorly compensated.

I work M - F 7am to 5pm.  I have developed and facilitate groups specific for the needs of clients.  Examples of these groups are: walking, cooking, symptom management, medication management, and budgeting.  I have developed these groups and led them with curriculum or without.  I assist clients on an individual basis with medical appointment, the scheduling, follow through, communicating with physician, understanding, and reviewing physicians orders.  I help clients with budgeting, healthy food choices, hygiene, home maintenance, peer relations, and coping skills for a few.  I manage the Drop In Center where clients are welcome to "hang out" while waiting for appointments, interact with peers, and reduce isolating.  I complete the Adult Needs and Strengths Assessment to determine the MRO package a client is available to receive.  The hardest part of the job is the frustration that comes from witnessing the exploitation of my clientele.  I have learned behavior's and symptoms related to mental illnesses.  My co-workers work hard and as a team.

You will be stressed out and given the workload of multiple people once they find out you are a good worker. A lot of people have left over the past two years; the turnover rate is a joke. Management will trash talk the local hospital system but they keep loosing multiple employees to that system for higher pay and better benefits. You get the same pay as a certified MA (CMA or CCMA) as those without certification do. They use being a non profit as an excuse for low wages and poor treatment. When issues are brought up to management they ignore it. . When you ask for help from leads you get ignored or told that people do not know how to do something. If you show up and do your job they push more responsibilities and expectations onto you without help or increased compensation. If you have your certification you are better off applying at a local hospital system. When you first start working here you think it is the best job ever and you are making a difference but it will drain your own mental and physical health. It took a few weeks after quitting to start to feel "normal" again.



Top Job Titles	Average Salary
Front desk agent 50 salaries reported	$14.71 per hour
Mental health case manager 16 salaries reported	$17.34 per hour
Mental health therapist 17 salaries reported	$60,783 per year
Mental health technician 9 salaries reported	$16.83 per hour
Benefits manager 6 salaries reported	$16.00 per hour

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