Press Ganey
2.8 of 5 84 reviews
www.pressganey.com South Bend, IN 500 to 999 Employees

Press Ganey Reviews

Updated Mar 26, 2014
All Employees Current Employees Only

2.8 84 reviews

                             

48% Approve of the CEO

Press Ganey CEO Patrick T. Ryan

Patrick T. Ryan

(67 ratings)

44% of employees recommend this company to a friend
9 Employee Reviews Back to all reviews
in
    • Culture & Values
           
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    • Disapproves of CEO

    2 people found this helpful  

    Do not like the direction of the company

    Anonymous Employee (Current Employee)

    ProsLaid back work environment and fast paced culture

    ConsToo many managers and too few associates

    Advice to Senior ManagementListen to associates more

    No, I would not recommend this company to a friend

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    • No Opinion of CEO

    1 person found this helpful  

    Great if you are an executive....

    Anonymous Employee (Current Employee)

    ProsGood experience, I don't do a lot and I get my personal things done.

    ConsBad pay,I basically am a high paid nanny, maid.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

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    • Disapproves of CEO

    3 people found this helpful  

    Disapointing

    Anonymous Employee (Current Employee)

    ProsBenefits, hours flexibility.Able to work remotely.

    ConsLack of leadership. Cut throat, cold working environment.

    Advice to Senior ManagementBe Human.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

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    • Culture & Values
           
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    • Disapproves of CEO

    3 people found this helpful  

    Was a great company to work for

    Anonymous Employee (Current Employee)

    ProsStill has some great people doing some good things.

    ConsVery little incentive to work hard here unless you are one of the chosen few. The leadership has tried blaming previous leadership and made drastic changes but they continue to lose quality people and try to replace them with "resources".

    Advice to Senior ManagementDon't just listen but actually make changes. It might be too late.

    No, I would not recommend this company to a friend

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    4 people found this helpful  

    Strong on cultural commitment thru Sr. Management not dedicated to employees or improving product reliability

    Operations (Current Employee)
    South Bend, IN

    ProsThe organization is a highly influential industry competitor, and directly helps the South Bend community with a cultural commitment and focus that is unsurpassed. This is a direct result of operational efforts to improve brand reliability.

    ConsSr. Management overlooks the leadership qualities and capabilities in employees and prefers to bring in outside leadership rather than provide opportunities for internal staffers. More importantly, leadership is quick to downgrade top executives in favor of outside management as a result of an ineffective belief that such tactics might improve the organization's diminishing credibility in their industry. For instance, replacing the COO was a horrible and damaging business decision. The organization's "good 'ol boy" mentality is the only reason the previous COO was not terminated - it was obvious that operations was failing under inneffective leadership sowed with distrust, and misalignment to clearly established company goals and values - but instead a new COO was brought in (instead of brought up from internally) to "fix" the damages, and the previous COO was promoted to President of Operations.

    Prospective employees are shown smoke and mirrors to establish that the organization cares for its employees with a deep commitment and likewise is extremely customer focused to the point that clients always talk to a live person when they call the company rather than talk to an automation system. On the surface this seems like the perfect type of company to work for - family centric, employee driven, customer focused - except - behind the smoke and mirrors is a close-minded, distrustful, stagnant, and transactional autocratic leadership where leaders rule by fear and consequences.

    Employees cannot express concerns with leadership without fear of serious reprecussions including immediate termination, which is just another fear tactic to help ensure that internal operations runs smoothly and successfully.

    Advice to Senior ManagementTrust in your own employees and cease the practice of bringing in outside leadership as a perceived solution at solving inefficiencies in management - especially when you've tried and failed at bringing in multiple outside leadership multiple times in a short period of time, none of which has been effective!

    Yes, I would recommend this company to a friend

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    • Culture & Values
           
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    • Approves of CEO

    4 people found this helpful  

    Tedious,, Company internal workflow Not technically or innvotative thinking- expected more from new executive team

    Anonymous Employee (Current Employee)

    ProsPeople are friendly and will bend over backwards to help you at this organization. Very thorough and competent Compliance team.. Best Contract team I have ever worked with- they are tireless and meticiulous. Very responsive Account Management team.

    ConsThis company is out-dated, tedious and creates more internal work for themselves than any company I have ever seen. The amount of "CC" emails that every employee is on- is ridiculous- way too much unnecessary information on a continuous basis -with no strategy or thought to make changes. If you encourage change- you are frowned upon for speaking up.

     Upper management is the problem here -from Sr. VP down to VP. A different approach or change is discouraged in this company. This management style and culture would work better in a repetitive environment- such as a factory or assembly line- but a challenge a market where the competition is far more innovative and streamlined than PG.

    Marketing and Product Management - no changes in messaging or product ingeunity . Total lack of creativity. In more than 18 mos- 1 new feature- Quick Reports- that was a tiny improvement in the solution- Too much data, too little openness to change or streamlining- and sales leadreship churns through new business sales on a regular basis, (people are not aware they are gone for months.) As a result, ZERO sales growth and competition is eating away at the PG market share- ( PG's pride and joy.).

    Many of us had high hopes for Pat Ryan and his new managment team to bring change. Pat Ryan is personable, charasmitic, intersting person. Unfortunately, he is one person who can't change the biggest challenge of all- Press Ganey internal team who have been there far too long and think continue the way we have always worked and everything will be fine. In this changing market- this lack of foresigth and vision will continue to erode PG's business. And no amount of analytics, 300 page reports, or PhD statisticians will be able to fix this slow moving, red -tape company. They are their own worst enemy.

    Advice to Senior ManagementAdvice: Replace the "good ole boy" mediocre management and bring in new Product Management, Marketing and Sales leadership. Even Pat Ryan's charisma and sincerity won't be able to change the "Stepford" mentality (responding to clients, product, and sales the same way we have always done.) and lackluster performance until an overhaul of internal change is done. If factory, assembly-line mentality work is for you with tons of emails to always read- this is the place !

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

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    5 people found this helpful  

    Sad to see so many exceptional people be so marginalized

    Anonymous Employee (Current Employee)

    ProsIf we can execute we have an extraordinary mission.

    ConsTalented, dedicated people both new and old are exhausted, demoralized, afraid to speak up and suffering from the fractured communication of the new c-suite. Even strong and seasoned executives are wary of public humiliation. critical decisions are being made without complete information - but the bullying and disdain of the CEO is a strong deterrent to collaboration.

    Advice to Senior ManagementUnderstand that words and tone matter. Most PG employees, even the executives are not independently wealthy - the work they do at press ganey is how they support their families. The new culture seems to revolve around the ceo's mood: don't make him mad, stay out of his line of fire.

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    • Culture & Values
           
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    • Disapproves of CEO

    7 people found this helpful  

    Once an enjoyable workplace has become not so enjoyable after all

    Anonymous Employee (Current Employee)

    Prosco-workers and middle management are very supportive

    ConsNew senior leadership has brought an east-coast attitude to business to midwest family life - the two are like oil and water. Some of us are now expected to be on call 24/7 and in the office until west coast business hours end....which is past dinner time for our families - for those of us with college degrees it shouldn't be a surprise that we are dissatisfied with being expected to work retail hours like this. No more bonuses and funds for celebrations have been given away to unfamiliar charities. Not cool.

    Advice to Senior ManagementYou may not think that the satisfaction of employees is important and that you can just hire more people to replace those who have left, but all of our data we've collected for our clients says a high turnover and dissatisfied employees equal dissatisfied clients and decreased revenue...perhaps we need to practice what we preach?

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

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    • Culture & Values
           
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    6 people found this helpful  

    Good plan, poor execution and disconnected leadership

    Improvement Manager (Current Employee)

    ProsThe people at Press Ganey truly cares about making healthcare better. They are the best at what they do and have been doing it for 25+ years. The employees are (or were) passionate about what they do when not fearing for their jobs. People subscribe to the work hard play hard mentality and have fun with the people around them. I absolutely love visiting clients and help them give better care.

    Cons3 New CEOs and Executive teams in 4 years, each progressively worse. Each new team comes in with a "ground breaking" plan and then replaces the employees with those who they worked with in the past (truth be told, like any other corporation). We now have more Vice Presidents than one can count and not enough people to do the job. A constant revolving door where employees work in fear of losing their job with No bonuses. No one questions a decision because they are afraid they will be replaced, but we somehow are supposed to think innovatively.

    Our core business is satisfaction surveys but we haven't had an employee survey in 2 years, I assume because leadership either knows how unhappy people are or that ignorant they think we are satisfied (and exactly why I am posting on here).

    Since I started its a completely different place.

    Advice to Senior ManagementPeople will accept change if it makes sense, just be more gradual. Quit trying to reinvent the wheel and listen to the little guy every once in awhile. Go back to listening to customers and quit replacing good people with "your guys" as you've labeled them. Our people and customers will gladly tell you what you want to know, just listen to their needs.

    No, I would not recommend this company to a friend

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Glassdoor is your free inside look at Press Ganey reviews and ratings — including employee satisfaction and approval rating for Press Ganey CEO Patrick T. Ryan. All 9 reviews posted anonymously by Press Ganey employees.