Mobile Doctors Employee Job Reviews in the United States

"Great potential, but mismanagement in some offices will run it into the ground."

What do you like about working at Mobile Doctors?

"The idea of being able to reach out to a community that can greatly benefit from the services that Mobile Doctors offers---medical and podiatry services to patients that have physical barriers that limit them from being able to leave the home. In the St. Louis office, the previous and current Branch Managers are upbeat and try their best to keep morale and spirits up in the office. Unfortunately, they are often stifled by an inept Regional Manager who still embraces the ineffective methods of micromanagement and passive-aggressive attitudes (forcing Branch Managers to make decisions, and acting like it was their decision in the first place). Clinical co-workers (physicians, clinical coordinators, medical assistants) in some of the Midwest offices embrace a true team-like environment, which balances a lot of the bad that occurs here."

Do you have any tips for others interviewing with this company?

"Make sure to stress the need for thorough training---often this company trains managers for 5 weeks, which is not enough for managers who are coming in with NO clinical experience whatsoever. Also make sure that they won't sneakily try to push you into a role that you did not want to be in (which especially happens 3 months into your job)."

What don't you like about working at Mobile Doctors?

"It is unfortunate that this company is run by a CEO that blindly trusts certain people without really seeing how they function. The Regional Manager of the Midwestern offices may very well be one of the most ineffectual leaders you encounter, embracing a my way or the highway approach. Offices governed by this person experience high turnover, which is unfortunate. Some of the offices were set to go into the EHR (electronic health records) system, but due to last-minute failures, had to keep the paper format. Though this system is a bit outdated in today's healthcare arena, a hard-copy system is doable if you have the tools, resources, and technology to handle it. However, in one of the Midwestern offices, the staff were forced to find alternatives because they chose to go live prior to be setting up properly. In this same office, it is common to be reassured that you are doing a good job, but two weeks later you find yourself pushed into a job that does not match your desires or skill set, or you're terminated. This is especially the case since at the start of this year, this company got rid of their third-party HR and decided to have an internal HR, giving them free reign to engage in questionable decisions."

What suggestions do you have for management?

"It would be nice for the CEO to come down once in a while and see how their satellite offices are actually running rather than putting blind faith in someone that clearly brings up red flags when they have high turnover. In the newer offices, the CEO has yet to show up, which is sad because you would like to see the face of the person who started this company. Another suggestion is to throw out the idea of micromanagement, it DOES NOT work. Instead, why not try providing in-depth training and let people use their strengths to fulfill the job expectations. This is more likely to bring out the best in everyone involved and motivates growth, teamwork, and new ideas versus fear of retaliation and backstabbing. To start fresh, these types of individuals need to be removed in the company, projecting their own self-esteem upon others and negatively impacting people's faith in this company."