McKesson

  www.mckesson.com
  www.mckesson.com
There are newer employer reviews for McKesson

 

Progress always halted by constant changes

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Current Employee - Anonymous Employee in Atlanta, GA
Current Employee - Anonymous Employee in Atlanta, GA

I have been working at McKesson

Pros

Flexible work Schedule and ability to work from home

Cons

Benefits are way too expensive
Fear based environment - every day every single employee is afraid of losing their job
Too many restructures/reorgs (every 3 months)
Not enough cross training
No accountability

Advice to ManagementAdvice

Everybody needs to be held accountable - including Management
Tear down the brick walls that separate departments - create a more cohesive environment
Stop reorganizing. HIre the RIGHT people the first time so you don't have to "clean house" every 3 months. If employees stop worrying about losing their job they might actually be productive!
Instead of dumping the employees who are actually doing the work, dump the middle managers who get paid a fat salary and don't do anything.

Disapproves of CEO

573 Other Employee Reviews for McKesson (View Most Recent)

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  1.  

    Great vision but hampered by difficult to implement products and poor first-line managers

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Consultant in Alpharetta, GA
    Current Employee - Consultant in Alpharetta, GA

    I have been working at McKesson

    Pros

    Senior executives have laid out an excellent vision and to a large extent have provided the tools necessary to make things work. They have provided the workforce with great benefits that encourage good health and a work-life balance. Majority of co-workers are hard working, intelligent, quality folks who are dedicated to improving McKesson's Health-System IT products and to doing what is right for their customers.

    Cons

    As a group, first-line and middle managers have exceedingly poor planning, people and social skills. They often pull people from important initiatives to do work they should have been doing themselves. THe result is that the quality of work provided to customers during implementations and consulting projects diminishes. Some first-line managers have made a career out of covering up their own planning deficiencies and poor managerial skills, sending many dedicated staff running for the exits. A number of excellent implementation consultants and clinical consultants are now doing the same work for the same McKesson customers with third party consulting firms that pay better, provide better benefits and now have a better reputation among customers than McKesson.

    Advice to ManagementAdvice

    Plan on ridding MPT/HSES of about 60% of first line and middle managers. Much of the reason important initiatives are not as successful as they could be is because this group as a whole has difficulty conceptualizing and executing the necessary plans.

    Recommends
    Approves of CEO
  2. 9 people found this helpful  

    Proceed with Caution... be sure to ask Questions

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Accounting Associate in Carrollton, TX
    Current Employee - Accounting Associate in Carrollton, TX

    I have been working at McKesson

    Pros

    + Career development, i.e. Six Sigma training is available to pretty much everyone
    + Fortune 15 company on your resume
    + Opportunity to work on different projects across teams
    + Opportunity to get high visibility if that's your thing
    + Opportunity to advance but don't be in a hurry, it could take a while.
    + New emphasis is being put on talent development
    + New structuring of HR allows for less partiality when it comes to a need for mediation

    Cons

    + They fired everyone in the AP, Audit & Controls area and replaced them with younger workers who no doubt cost less. No one knows what they are doing. This review is general but a lot of it is stemming from these areas.
    + Bad treatment of employees: after firing all the seasoned people, the few senior managers that were left pretty much quit/walked out. The few non-exempt employees who managed to keep their jobs were left & they're so angry and scared of being fired, that they do not share their knowledge - if anything, they train new people incorrectly out of anger or because they think it will make them look that much more valuable.
    + Bad treatment of employees: some of the newer supervisors like to pick with & demean their non-exempt employees. I think some of it is them taking out their frustrations & deflecting (b/c they don't don't what they are doing) on the easiest target. I'm guessing the rest is they know newbies are eager to please & keep their jobs, blind, and sometimes don't understand that there should be mutual expectation (especially the younger ones).
    + Bad communication: new expectations are unveiled but no one can clearly define what they are, automation is the goal which means future cuts, but one wants to talk about that either, new processes are put into place but they make no sense & few people are even aware... just overall bad communication.
    + Lack of job knowledge: from the top down (since everyone is new) and lack of direction, well communicated expectations, and the tools/support required to carry out tasks, complete projects, and meet goals... I mean there aren't even any current, or sometimes any at all, SOPs in place.
    + Lack of team building, or the feeling of cohesive, unified departments - no one trusts anyone, and it's understandable when management fires everyone, people are quick to "throw" each other "under the bus," no one talks, its a stressful environment where most people keep their head down.

    Advice to ManagementAdvice

    Don't be the company that is successful in spite of its people, be the company that is successful because of its people.

    Invest in your non-exempt employees... foster their development, treat them with respect, set realistic stretch goals, and provide the tools and support for the achievement. Make sure they understand the vision and expectations so they can go after it and be measured accordingly. Invest in your management - make sure they know the ins and outs of their jobs & understand how important it is to work alongside their subordinates, not just delegate and deflect. Change the environment... the thick air, the distrust, the fear of being fired, etc. just makes for an awful work space. Lean is good... cuts and automation are good... you're at the top likely because of these contributing factors... but don't be successful in spite of, but rather because of.

    Doesn't Recommend
    No opinion of CEO
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