Why do managers and directors turn over so frequently when they are paid well? - Mitarbeiter (anonym) bei Brant County Health Unit: Mitarbeiterbewertung

- Good peer support - Lots of positivity within the work environment

- Senior leadership is reactive instead of proactive - Ratio of management to workers for their communications is practically 1:1, but their ratio for management to frontline workers is roughly 1:20. - Merger funding is being spent on unnecessary renovations, senior leadership lunches and health unit vehicles instead of using it towards front line staff - No real communication

Salary/Benefits and Vacation, Pension Juggling multiple portfolios which creates diversity in the work that you do Smaller health unit so there is capacity to work with and speak directly to management Great capacity to use your creativity Lots of opportunity to present ideas (as long as they are evidence based) Less political as it is an autonomous health unit Many training opportunities Maternity leave compensation is great and organization is supportive of family and work/life balance

Growth/Upward mobility is very limited Projects don't always move forward or are stopped in the middle with minimal explanation as to why Management turn over is high Internal communication needs work