What is happening within Natera RCM leadership should be questioned far more than it is.
The current ADs and Director of RCM lead based on emotion, favoritism, and personal loyalty instead of performance, accountability, or results. There is a very obvious “selected” group of employees who are protected no matter what they do — or don’t do — and the entire department knows it.
The problem is many of those protected individuals do not follow through, do not communicate, and do not carry the workload expected from everyone else. Yet hardworking employees are the ones criticized, targeted, pushed out, or blamed for failures they did not create.
Communication from leadership is constantly confusing and inconsistent. Projects, processes, and workflows are rolled out aggressively, only for employees to be abandoned the second upper leadership disagrees with them. The same leaders who demanded the work suddenly disappear when accountability shows up, leaving employees to take the fall alone.
There is no advocacy for the people actually doing the work.
And the hypocrisy is impossible to ignore. Employees are not allowed to question the ADs’ or Director’s “favorites,” speak on what they fail to do, or hold them accountable the way everyone else is held accountable. But leadership has no issue openly discussing those same failures behind closed doors and somehow shifting the blame onto others. The second someone treats those protected employees the same way the rest of the team is treated daily, leadership immediately retaliates.
People are afraid to speak because they know exactly what happens when they do.
At this point, too many employees have either quit, been terminated, or been pushed out because of this environment. Failed projects and broken systems continue getting swept under the rug while employees are told to “trust the process” and “trust their way” — even when employees internally know those processes do not work.
Natera will hold company-wide meetings celebrating profitability, success, and growth, then eliminate hardworking employees the very next day. Meanwhile, people who consistently fail to follow through remain protected simply because they fall within leadership’s inner circle.
Why do a small group of leaders get the final closed-door say over people’s careers, reputations, and livelihoods with little to no transparency or accountability?
The work against the hours you have to work against the pay do not align! This company rips you off your free time, family time and peace.
