Teladoc Health reviews

Bonuses are based on achievement of corporate goals, which have been missed significantly so are much smaller than expected.

Leadership lacks accountability and clarity, and it’s hurting the company. Senior leadership—particularly the CEO and the head of the USGH division—has created an environment where poor decisions stack up and the business units operate in silos. The BU structure is confusing, ineffective, and financially draining. There is little to no accountability at the top, and basic, common-sense business practices often seem absent. The organization struggles with identity and focus. Presentations are filled with vague explanations about “headwinds and tailwinds,” but rarely include honest assessments, meaningful transparency, or humility. Under the current division leadership, ineffective managers remain in place and work independently rather than collaboratively, which has led to inconsistent practices and culture concerns. It’s hard to understand how certain leaders have remained in their roles despite long-term underperformance. It’s discouraging and demoralizing to watch the same issues persist without corrective action. With stronger, more capable leadership—especially in USGH—and a re-evaluation of the BU model, this company could look completely different. Teladoc needs leaders who can make independent decisions, cut through noise, hold teams accountable, and rebuild a healthy culture. Without that, employees are left feeling stuck in a cycle of chaos and instability.