There are newer employer reviews for Banner Health

Helpful (1)

Banner fan in Wyoming

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Current Employee - Department Supervisor in Torrington, WY
Current Employee - Department Supervisor in Torrington, WY

I have been working at Banner Health

Recommends
Approves of CEO
Recommends
Approves of CEO

Pros

Banner Health is dedicated to bringing excellence in healthcare not only to large metropolitian areas but to small rural communities as well. As one of the largest not-for-profit hospital corporations in the country Banner Health is aspiring to be the best in the United States and is on track to do exactly that!

Cons

In a smaller rural area it is sometimes hard to feel connected to the mission and strategies of the corporation.

Advice to Management

I so appreciate the newest initiatives of growing Banner Leaders from within the ranks and the recruitment efforts designed to recruit extraordinary talent.

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  1. banner health is a solid company

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Physical Therapist Assistant in Phoenix, AZ
    Current Employee - Physical Therapist Assistant in Phoenix, AZ

    I have been working at Banner Health

    Recommends
    Approves of CEO
    Recommends
    Approves of CEO

    Pros

    great benefits, supportive staff, and time off

    Cons

    managed care, patient care constraints

    Advice to Management

    make more one on one contact with employees to get a pulse of the people

  2. Helpful (3)

    They ain't what they used to be!

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Middle Management Role
    Former Employee - Middle Management Role

    I worked at Banner Health full-time (more than 10 years)

    Doesn't Recommend
    Negative Outlook
    Approves of CEO
    Doesn't Recommend
    Negative Outlook
    Approves of CEO

    Pros

    Banner Health was a great place to work prior to the last several years. During that time, I was afforded the opportunity to grow and transfered several times within the corporate structure. I was given a lot of opportunity to grow and learn new things and for that I am thankful. However, when I first joined years ago, the company was much kinder to employee, likely to a fault, but none the less, it was a kinder place. That, coupled with a strong executive leadership team, made Banner a great place to work. Unfortunately, this is no longer the case.

    Advice for those considering joining Banner Health: Your immediate leader is the most important person and will set the tone for the department. You can do very well in Banner if you have the right leader.

    Cons

    The company puts a lot of effort on employee engagement by asking leaders to communicate scripted talking points. However, they don't seem to understand that employees not only need to understand what is happening but also need to be appreciated and valued. Employees are no longer valued at Banner. This change, in my opinion, is due to a couple things. First, heatlhcare is changing as an industry very quickly and Banner tries too respond quickly. By running through the corporate restructuring and not including or reviewing plans with some of the key players, they are often left standing in a huge mess. Second, the HR organization is extremely weak. HR leadership has plans to strengthen the skills but continually makes excuses as to why they are not ready to do so. This has been the case for years. HR does not stand up to leadership when they are doing the wrong thing, advising them to correct behaviors. And who loses? Well, everyone except the faulty leaders that are left. Banner had lost some of its strongest employees (both leaders and professionals) over the past 2 or so years. Many have gone to competitors, while others have been eliminated via restructuring. The company believes they are doing the right thing, yet, they are very short sighted and many of the newer leaders have no clue as to what it takes to lead and motivate people. The speed of the work has been increased and staff has been decreased.

    Advice to Management

    1) Fix HR by starting at the very top. Improve the skills and make them partners versus "yes" men. 2) Look at turnover within some of your key departments and ask the questions as to why people are leaving. There are some key departments where turnover has been over 100% in the last year or so. 3) Understand that you do not improve the quality of your leaders by simply sending them to a class. Banner received an award for coaching and they gloated about it. However, that coaching award was for the executive leadership teams and did nothing for the thousands of other leaders within the organization. First line supervisors need mentoring and coaching. Only a handful of lucky ones get it if their leader cares about them as a person. Otherwise, they are left to the dogs. 4) Slow down and think before you reorganize. Trying to achieve savings by restructuring will result in bigger losses due to decreased productivity, lack of employee engagement and residual turnover (those who don't want to stay in the new organization). Reducing costs is important but the way you implement these changes is equally or perhaps more important.

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