Hanger Orthopedic Reviews

Pros

Room for advancement, willing to advance your education, good work life balance, co-workers willing to help, and offer guidance as needed. Overall a challenging work environment that is pleasant to be in. Management is understanding of a learning curve during training.

Cons

Was hired on as a temporary employee seeking permanent employment, however time frame to become permanent has changed.

Pros

The company has a good working environment and the hours of work are flexible. The benefits are decent and they give bonus.

Cons

The company does not have enough educational benefits and assistance to pursue higher education.
There is no provision to work from home.

Advice to Senior Management

good management and the leadership is doing a good job.
the company has a very good cause and is doing well.

Pros

People in the Hanger P&O offices are great to work with. Very caring, understanding and honest. Seeing the end results of providing care to patients is extremely rewarding.

Cons

The move of HQ from Maryland to Texas caused significant turmoil in the business. The loss of 70% of HQ staff resulted in a loss of the company culture. It will take a few years for a new culture to emerge. In the mean time, relationships are difficult and the field support has suffered.

Advice to Senior Management

Ensure all department goals are aligned with the goals of the business.

Pros

The ability to make a difference in the life of a new amputee.
Sales & Marketing goals are developed based on feedback from a team- not just one person's responsibility. This is important because each market can be unique.
The Sales & Marketing Mgt Team are a great group of folks who will work with you. Coaching is based on challenges in your own market & not a generic template one-size-fits-all solution.

Cons

Sales growth can be difficult if you are working with a difficult Practice Manager. You can do your job and work to bring in referrals but if physicians and hospitals don't like the PM then the business won't continue. This is true for any sell in a service industry. But ask about the PM style and personalities that you will be responsible for marketing.

Pros

Great accounting work experience and career growth

Cons

A little biasness from management, open door policy does not realy exist

Advice to Senior Management

Management need to recognise all its employees and their potentials, that way employees can function well with less turnover.

Pros

selection of medical and dental beneftis

Cons

The management staff is not supportive of the needs fo the office staff and practice managers. Communication is poor with management and when there is a problem it is not addressed and solved. The same problems come up over and over with no resolve. Never any show of appreciation when a good job is done.

Advice to Senior Management

support your staff, keep communication open, get better area leadership, compensate appropriately

Pros

good working enviornment
life working balance
good way to practice accounting knowledge
accounting education supporting CPA and CPE
good accounting group

Cons

little promotion opportunity
little chance to try different role
little chance to try different accounting function
a little high turnover rate

Advice to Senior Management

give more chance to employee to have promotion or try different position or accounting function.
try to offer better benefit package like 401k match

Pros

It's a solid company in the healthcare industry, and it is really hard to get fired at Hanger.

Cons

Low pay if you're signing up in Austin. Management is really seems to be trying to save big money on salaries in TX.

Advice to Senior Management

Pay people in Austin what they are worth, when the job market turns around you will lose your best people to better paying positions.

Pros

Stable and growing company with good prospects.

Cons

Growing pains from rapid growth.

Advice to Senior Management

Communicate better with staff on pending changes.

Pros

Hanger Orthopedic Group is a premier orthotics and prosthetics company so the name is recognizable world-wide. Hanger has many contracts with insurance companies which have opened up additional opportunities for Hanger to access more patients than other O&P companies.

The expertise of the Orthotists and Prosthetists is extensive as many of them have come from other competitors, have previously worked as owners of their own O&P companies which were acquired by Hanger, and the educational training is top-notch as the company invests an extensive amount of money into the training for the .

The company also does a good job of communicating its financial goals and objectives they want to accomplish each year. Everyone has an excellent idea of the financial goals they must meet each year and there is continuous communication every week to reiterate the company's goals to the Clinicians and Office Administrators.

Cons

The internal competition between different Hanger PCC facilities can sometimes be a problem as some individuals who work in various Hanger PCC facilities have a history of working with each when each of them owned their own O& P facilities prior to being acquired by Hanger.

This coupled with the fact that the different Hanger PCC facilities have different incentive programs creates fierce competition for each location to get the business referral revenue sometimes creating tension between the different locations.

The environment is very unstructured, everyone does things differently, and some of the personalities of the some of the Clinicians are unprofessional, egotistical, and challenging to say the least. There are good and bad Clinicians that work within the company and many times as in any corporate environment sometimes people maintain their positions not because of the quality of their work, but because of the quantity of their work i.e. the amount of revenue they drive.

The company needs to do a better job of setting clear objectives when they promote individuals to management. Managers are purely chosen by the amount of revenue they generate which sometimes can make for a poor Manager and impact the performance of an entire team because sometimes someone who is chosen purely based on the revenue they generate, may not always look outside of themselves to see how they can get a team to generate revenue, because they are only focused on the revenue they themselves generate.

Additionally, there needs to be a mentoring program put in place for younger Clinicians. There is a huge gap or disconnect which exists between some of the experienced Clinicians training some of the lesser experienced Clinicians.

Finally, when you do well, you do not hear enough about how well you are doing. However, if you are doing something negative, you tend to hear lots of communication relating to that particular matter. It would be helpful if the company reinforced good outcomes with positive reinforcement to the extent of communicating and following up when individuals experience negative outcomes from a certain behavior, execution, or performance.

Advice to Senior Management

Feedback for both positive and negative behaviors needs to be reinforced.

A mentoring program needs to be instituted to bridge the learning curve for lesser experienced Clinicians.

There needs to be an Area Practice Manager in each market who only focuses on managing the practices with a focus on growing revenue, having an ear in the field, holding Clinicians, Office Administrators, Technicians accountable, and who could also act as a fill in for the Clinicians on an "as needed" basis.

Performance should be rewarded by a more comprehensive incentive program that rewards revenue and quality of work along with team management. If the focus remains on Practitioners driving toward their revenue goals only, the different facilities will grow, but not to the extent the facilities could grow if part of their incentive measurement was and is tied to the growth of the entire team.