PatientPoint
What's the Company Culture Like at PatientPoint?
PatientPoint Employee Perspectives
What do holiday celebrations look like in your office, and how did these traditions develop?
At PatientPoint, we love any excuse to celebrate, and the holidays are no exception. The fall and winter months tend to be the busiest season for the Culture Collective, our dedicated culture team.
In October, we have our Halloween celebration in the office and remotely, which includes an all-company costume contest with prizes plus an abundance of candy in our offices. November brings our annual Chili Cook-Off, a delicious PatientPoint tradition of many years. We have our holiday giveback program, where we partner with local and national organizations to make an impact through donations of gently used items, fulfilling wish lists and volunteer time. To round out the holiday season, PatientPoint cultivates connection among our teammates by hosting holiday gatherings in person and virtually. As we’ve grown our remote base, we strive for new and creative ways to connect virtually.
PatientPoint traditions are what make our culture so special. Some of our holiday celebrations have been going strong for more than 30 years, while others are newer but are quickly becoming beloved PatientPoint traditions. We’re grateful to our dedicated teammates for keeping the spirit of celebration alive.
How does PatientPoint best support inclusive celebrations that allow everyone to participate comfortably?
We recognize that our teammates come from a wide variety of backgrounds, cultures and traditions, so we aim to create celebrations that everyone can enjoy comfortably. Our Culture Collective takes care to plan events and moments that are flexible, thoughtful and centered around connection.
As part of our holiday giveback initiative this year, we came together to brainstorm a fresh concept to spread kindness during the season. Inclusivity was at the heart of our session, as we did not want to lean toward any one specific tradition. From there, the Wall of Wishes was born. The Wall of Wishes is a space where we highlight individuals in need from the local organizations we’ve partnered with. On the wall, we share a brief bio of the person in need, their holiday wish lists and how members of our team can help make those wishes come true. We are excited to see what kind of impact we’ll make together this year through our holiday giveback.
What advice do you have for organizations seeking to build new traditions or festive holiday gatherings?
My advice to organizations seeking to build new traditions and festive holiday gatherings comes in three parts.
First, secure leadership and executive buy-in. Leadership support ensures alignment on budget, timing and overall vision. Most importantly, it signals to teammates that the initiative matters. When leaders are engaged and visible champions of an event, participation and enthusiasm naturally follow.
Second, assemble a dedicated team to help with brainstorming events, walking through logistics and carrying out the execution. Bringing multiple perspectives to the table not only sparks creativity but also ensures that your plans reflect the diverse interests and backgrounds of your organization.
Third and final, communicate clearly and at the right time. The right communication cadence can make or break participation. Don’t promote too early or too close to the event. Use multiple channels to keep the message fresh. At PatientPoint, we go beyond just email; we use our company intranet, newsletters and in-office screens for passive content. Depending on the initiative, we’ll also have our C-suite promote the event in large scale or all-company meetings.
What makes you feel supported and valued at PatientPoint on a day-to-day basis?
Support shows up in clarity and consistency. People understand what’s expected, how decisions get made and where to go for answers, which creates confidence in how we operate. I’m trusted to solve problems, but I also know I never have to do it alone.
Leaders are accessible and accountable, and there’s a real feedback loop where input leads to action. There’s also a deliberate effort to treat people as operators and problem-solvers, not just task owners. Teams operate with shared ownership, which builds trust and reduces friction in how work gets done.
What stands out most is the focus on removing barriers. Support means making it easier for people to do their jobs well. I also have a seat at the table. My perspective is actively sought out and reflected in decisions, reinforcing that I’m valued not just for execution, but for how I think and lead.
How does your team prevent burnout while still delivering meaningful work?
We approach burnout through operational discipline, not just wellness programs. It starts with clear prioritization, so teams are focused on the work that truly drives impact. We actively manage workload by eliminating low-value work instead of expecting people to absorb more.
There’s also an understanding that we can’t do everything at once. Leaders are intentional about sequencing work, making thoughtful trade-offs and creating space where needed. That clarity reduces unnecessary pressure and helps teams stay focused.
Ultimately, we prioritize sustainable performance over short-term intensity. When people know what matters most and have the space to do it well, they’re able to deliver meaningful work without burning out.
What’s one way PatientPoint shows appreciation that genuinely resonates with employees?
The most meaningful form of appreciation is trust and autonomy. People are given ownership over outcomes, not just tasks, which signals real confidence in their capabilities.
Leaders also take the time to recognize specific contributions, not generic wins, which makes the recognition feel authentic and earned. It’s also personal. Not everyone wants to be recognized the same way, and that nuance matters.
We also invest in growth as a form of appreciation. Being given new challenges or opportunities to stretch signals that the company believes in your potential, not just your past performance. That combination of trust, recognition and growth is what resonates most.
PatientPoint Employee Reviews
What People Are Saying About PatientPoint
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Collaborative & Supportive Culture: Colleagues are often seen as inclusive and helpful, with accessible leaders fostering partnership over hierarchy. Feedback suggests teams collaborate well and peers are quick to support onboarding and day-to-day work.
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Healthy Workload & Retention: Work–life balance is described as reasonable with hybrid flexibility, summer hours, and time off practices. Feedback suggests these norms help employees manage personal and professional demands sustainably.
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Empowering & Trusting Leadership: Leaders are portrayed as approachable and people-focused, emphasizing partnership rather than strict hierarchy. Feedback suggests this accessibility enables autonomy and a sense of being supported.
PatientPoint's Benefits
Company or teams have recognition rituals for individual work
Employee feedback used to shape policies and strategy
Encourages autonomy and ownership from employees
PatientPoint's culture empowers teammates to take initiative, drive outcomes, and bring their full expertise to their work — without waiting for permission from the top.
Established employee awards to honor work and contributions
The PointForward recognition platform celebrates teammate contributions through peer-to-peer recognition, awards, and swag dollars — making impact visible across the organization.
Managers give public shoutouts and celebrate employee milestones
Managers offer consistent feedback loops
Feedback isn't collected and shelved — at PatientPoint, survey results and engagement data actively inform People Team priorities, policy decisions, and how we invest in the teammate experience.
Provides modern technology across teams
We equip teammates with modern tools built for the way work actually happens today — including enterprise access to Claude, Anthropic's AI assistant, giving every teammate a powerful thought partner.
Provides resources to build team camaraderie
Quarterly engagement surveys to gauge employee satisfaction
PatientPoint regularly surveys teammates to measure engagement and satisfaction — and uses that feedback to shape how we work, grow, and support our people.
Transparent sharing of company-wide eNPS scores
PatientPoint shares company-wide eNPS results with teammates, treating engagement data as a shared asset rather than a leadership-only metric.
Flexibility provided during personal challenges
PatientPoint offers Hardship Benefits, FMLA, and generous leave policies to support teammates through difficult personal circumstances.
Has employee-led culture committees
Our Culture Collective brings teammates together to shape and celebrate company culture from the ground up through Wellness, Celebration, and Community initiatives.
Offers an Employee Assistance Program (EAP)
Through Confide, teammates and immediate household members have access to free, confidential support for stress, anxiety, depression, and substance use concerns.
Offers company-sponsored happy hours
Depending on the occasion, PatientPoint provides monthly happy hours around the local scene.
Offers company-sponsored outings
PatientPoint hosts company-sponsored outings throughout the year, giving teammates the chance to connect outside the office.
Offers Employee Resource Groups
PatientPoint offers Employee Resource Groups (ERGs) such as Women's Professional Network, WeCare, and Quiet Voices to support connection, belonging, and community among teammates.
Offers fitness stipend
We offer Wellbeing Rewards if on our Healthplan to employees, spouses and domestic partners that can be used for Fitness.
Offers team workouts
Chair Yoga anyone? PatientPoint's Culture Collective also prioritizes wellness challenges in partnership with Thrive Global, competing with coworkers on steps, activity, and other healthy habits.
Offers wellness initiatives designed to combat burnout and mental fatigue
Through our Thrive Global partnership, teammates have access to webinars and trainings focused on reducing burnout and building sustainable habits to manage stress and mental fatigue.
Offers wellness programs
Through our partnership with Cigna and Personify Health, teammates can access free wellness programs, digital coaching, fitness tracker integration, and challenges — with up to $400 in rewards.
Partners with nonprofits
PatientPoint pledges 1% of profits to The PatientPoint Foundation and partners with a large variety of nonprofits throughout the year to support underserved communities.
Provides employees with ability to schedule focus-time blocks
PatientPoint encourages teammates to protect dedicated focus time using calendar tools, no meetings past 3pm on Fridays and more paired with prioritization training.
Provides onsite meditation space
As a remote-first team, we offer virtual mindfulness tools instead of a physical space — teammates use a Reset feature to take calming breaks with breathing exercises, stretching, all in Teams.
Provides opportunities to volunteer in the local community
Teammates receive paid volunteer time during Community Day and are encouraged to engage with local and national nonprofits year-round.
Works with employees to create a sustainable work pace
Teammates have access to tools and resources built around sustainable, science-backed habits — helping support a healthier pace at work we call Life-Work Alignment rather than burnout-driven hustle.
Defined policies promoting a professional, respectful workplace
Defined values and mission statements
PatientPoint's purpose is clear: we get doctors and patients talking. Our values guide how teammates show up every day through The PatientPoint Way.
Documented operating principles
Documented policies and procedures to protect employee privacy and data
Hosts in-person all-hands meetings
PatientPoint hosts quarterly Town Hall meetings to keep the full organization aligned, informed, and connected.
Hosts in-person revenue kickoff meetings
Implements team-based strategic planning
Leadership encourages open, transparent debate
Leadership is transparent and communicative
Mistakes are treated as learning opportunities
Open office floor plan to encourage communication and collaboration
Policies promote a low-ego, team-driven culture
Prioritizes mission-driven work in decision-making processes
Every decision at PatientPoint connects back to a meaningful mission — improving doctor-patient engagement and empowering better health across millions of patient interactions nationwide.
Prioritizes real-world impact of work in decision-making processes
PatientPoint's national footprint of 124k+ provider relationships means teammates' work reaches millions of patients every day — making impact tangible, not theoretical.
Promotes a people-first, social culture
PatientPoint's Culture Collective, ERGs, Summer Hours, and sponsored outings reflect a genuine investment in connection — not just productivity.
Uses an OKR operational model to clearly define goals and priorities
Utilizes an open door policy that encourages accessibility
PatientPoint's Open Door Policy ensures teammates at every level feel comfortable sharing ideas, concerns, and feedback directly with leadership.
Allows work from home occasionally
Teammates across PatientPoint have access to hybrid and remote work arrangements depending on their role, supporting flexibility without sacrificing collaboration.
Async-friendly policies, culture that encourage work flexibility
Defined working hours and availability expectations
Documented overtime policy
Established expectations for communication between time zones
Flexible work schedule is defined with set expectations for start times, working hours and availability
In-office days / expectations are defined
Hybrid teams generally anchor in-office time to Tuesday and Thursday, with Monday also common — giving teammates predictable in-person collaboration days without rigid daily requirement
Offers a remote work program
PatientPoint lets all team members work remotely at least twice a week or more, pending their manager's discretion.
Provides work from home flexibility
Teammates across PatientPoint have access to hybrid and remote work arrangements depending on their role, supporting flexibility without sacrificing collaboration.
Utilizes a flexible work schedule
In many roles, PatientPoint offers a hybrid or remote work environment and encourages summer hours for short-day Fridays.
Utilizes a full-time remote friendly model
PatientPoint offers hybrid, field, and remote roles — giving teammates flexibility in where they work while staying connected to team and mission.
Utilizes a hybrid work model
For teammates near a corporate office, a workspace and opportunity to connect in person are available.
Utilizes a summer hours schedule
PatientPoint offers Summer Hours, giving teammates additional flexibility during summer months to recharge and enjoy time outside of work.
Utilizes restricted work hours
No meetings Friday afternoons! Avoid scheduling meetings during this time and instead, use the time for projects, planning, etc...
