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Physician tool

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - Senior Research Analyst
Current Employee - Senior Research Analyst

I have been working at Press Ganey full-time for more than 3 years

Pros

Just saw a demo of Press Ganey's new physician survey tool -- looks great and innovative. I like the crispness of the presentation. I think this will position us well in the marketplace.

Cons

Nothing really as I think things are going well.

Advice to ManagementAdvice

Look to do more efforts similar to this.

Recommends
Positive Outlook
Approves of CEO

93 Other Employee Reviews for Press Ganey (View Most Recent)

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  1. 3 people found this helpful  

    Misleading

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

    I worked at Press Ganey full-time for less than a year

    Pros

    I cannot think of any at this time.

    Cons

    Management has no idea what is going on. Hired as a 6 month consultant to hire, was told 3 weeks in that I will be hired at the end of my contract, then three weeks later they changed their minds.

    Advice to ManagementAdvice

    Get a clue.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
  2. 4 people found this helpful  

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

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Operations  in  South Bend, IN
    Current Employee - Operations in South Bend, IN

    I have been working at Press Ganey full-time for more than 10 years

    Pros

    The 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.

    Cons

    Sr. 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 ManagementAdvice

    Trust 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!

    Recommends
    Neutral Outlook
    Disapproves of CEO
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