Meaningful client work overshadowed by corporate instability - Recensione dipendente - Current Eployee presso StretchMed

Willing to recruit students from UNLV

Looking for to start working

-Customer Service model -Company fills a gap in the fitness industry -Pricing model is fair to customers for services

Over the course of my time at StretchMed, I worked diligently to uphold both the client-facing and administrative needs of the studio. Despite this, I was often met with excessive criticism and rarely any recognition. Minor errors were disproportionately emphasized, and my work ethic was frequently called into question. On several occasions, she made comments that were not only unappreciative but also inappropriate — such as telling me, “sometimes work is more important than family.” I also had a PTO request denied during a period of personal health issues, which were directly connected to feeling overworked and burned out. She frequently set expectations for staff that she herself did not follow. I often had to cover for her when she arrived late to client sessions or team meetings, even while she held the rest of the staff to stricter standards. The inconsistency created a sense of double standards and low morale. Even when the team excelled — hitting sales goals or generating referrals — she rarely acknowledged success and instead focused on what could have been done better. High standards are one thing, but basic respect and appreciation go much further in motivating a team. In my role, I was expected to lead, but rarely trusted to do so. I was held responsible for training and managing new team members, yet I was excluded from interviews and hiring decisions. I was often unaware that someone had even been hired until they showed up to train. When I asked about strategic plans, like the opening of new locations, I was told it was “insider information.” I was expected to manage the business without having access to the very information that would allow me to do so effectively. I also found it difficult to make independent decisions, as nearly every one of them was later picked apart or rejected — often not just privately, but in front of other staff. That level of micromanagement deeply affected my ability to lead with confidence and build trust within the team. The workplace culture itself became increasingly difficult. She routinely snapped her fingers at staff to get their attention and made comments like “I shouldn’t be cleaning,” which made others feel inferior. She never sought feedback from the team, never took responsibility for her own mistakes, yet consistently highlighted everyone else’s. As a result, I often felt like I was acting as a buffer between her and the team — doing my best to maintain a professional, supportive environment despite how uncomfortable things had become.