Myriad Genetics Reviews

Updated September 12, 2014
Updated September 12, 2014
45 Reviews
2.9
45 Reviews
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Myriad Genetics President, CEO, and Director Peter D. Meldrum
Peter D. Meldrum
29 Ratings

2 Employee Reviews Back to all reviews

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  1.  

    Profit over people, if that wasn't already famous.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Patient Advocate  in  Salt Lake City, UT
    Current Employee - Patient Advocate in Salt Lake City, UT

    I have been working at Myriad Genetics full-time for more than 3 years

    Pros

    You help cancer patients get access to a really expensive genetic test.

    Cons

    Management treats employees like slaves. This includes mandatory overtime on weekends. It's a pretty counterproductive idea as employees are miserable already. Sorry about your family life, but it's the end of the quarter and we need $$$$.

    Advice to ManagementAdvice

    Figure out where you actually lose revenue. Look deeper in your processes. A lot of improvement needs to be made. A lot of waste happens due to 20 years of hiring bad employees and not caring, but it's time for a makeover. Do YOU know what's going on in customer service? Do YOU know what's causing tests to be cancelled? Do you know what it takes to get a test paid for?

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
  2.  

    Headed on a downward spiral.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Patient Service Coordinator  in  Salt Lake City, UT
    Current Employee - Patient Service Coordinator in Salt Lake City, UT

    I have been working at Myriad Genetics full-time for more than a year

    Pros

    I agree with the below comment; the view of the mountains.

    Cons

    -Bureaucratic structure with layers of management - from regional managers to department managers down to team supervisors. This, along with mandates for compliance, takes precedence over doing the right thing. It discourages change and cripples improvement. You may ask "Why do we do it this way?" The answer is often, "We've always done it this way." Forget creativity. Forget talent. Forget improvement.

    -Micromanagement is crazy and is implemented with a command and control leadership style. Employees are treated like numbers. No one cares if you fall off the face of the earth. You're replaceable. We don't need you.

    -Bonuses and rewards are given equally to everyone. And tenure precedes performance. Just another way to promote mediocrity and high turnover.

    -Because management is so stuck in the past and resistant to changes, lots of processes (basically anything done on the phone or computer) is outdated. This is 2013, not 1992!!

    Advice to ManagementAdvice

    Tenure Suppresses Talent:

    Just because “Employee A” has performed a task longer than “Employee B” doesn’t necessarily mean that “A” is more skilled than “B.” Furthermore, just because “A” has been with the company longer than “B”, doesn’t necessarily mean that “A” possesses more talent, upside, knowledge, or adds more value than “B.” When an organization promotes based upon tenure, and not based upon recognition of talent, merit, performance, etc., the company is not leveraging its true talent base. Not recognizing, developing, and rewarding talent is the fastest way I know of to drive talent out of your organization and directly into the hands of your competition.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

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