American Heart Association Reviews | Glassdoor

American Heart Association Reviews

Updated August 21, 2017
85 reviews

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2.0
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American Heart Association CEO Nancy A. Brown
Nancy A. Brown
24 Ratings

85 Employee Reviews

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Pros
  • Work/Life balance is better than most (in 41 reviews)

  • AHA also has great benefits that motivates you to become a healthier you (in 48 reviews)

Cons
More Pros and Cons

  1. "Director"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Development in Robbinsville, NJ
    Current Employee - Development in Robbinsville, NJ
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I have been working at American Heart Association full-time (More than 3 years)

    Pros

    The Mission to improve the health of all Americans is of great importance

    Cons

    The management is a total joke. No leadership or strategic direction.

    Advice to Management

    Hire people with corporate experience who have lead teams and know how to drive to financial results. You mislead people when they are hired and ask them to run an event vs. a real sales job with financial deliverables


  2. Helpful (5)

    "Caution"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Director
    Current Employee - Director
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I have been working at American Heart Association full-time (More than 3 years)

    Pros

    Great benefits, flexible work environment (remote home office for many Directors), and organization has a good mission.

    Cons

    Now with that said, the organization is too top heavy with management. There are more VP positions than any other organization that I have known. Organization is $$ driven not Mission driven. AHA talks a big game about research, what they don't tell you is all of the VPs I mentioned above are all making six figure salaries and get very large 5-digit bonuses annually. This would not be completely disgusting if AHA had a lean business model but it doesn't. There are Sr. VP's managing Sr. VPs managing VP managing Directors in the field raising the funds with no support from those VPs. Too many layers. Mission is not discussed unless you are in a strategy meeting on how to get more money from a donor that is almost tapped out. No money is going back into the communities for mission related work. AHA used to provide CPR training. They no longer do that. AHA used to provide AEDs in public schools and public buildings. They no longer do this. Unless a company is willing to pay extra, on top of an event sponsorship, AHA does not provide these at all.

    Other issues: High turnover rate; no time for family; continuing to increase and set goals that unattainable in markets that have proven to not meet the current goals due to the image of the organization in the community.

    Advice to Management

    Streamline your management, get rid of some layers and start focusing on the mission of the organization locally. If you provide local services, that are tangible and people can see what AHA does, the funding will follow.

    Support has decreased in many areas across the nation due to AHA continuing to expect donors and supporters to mold to them instead of the organization meeting the donor and supporters needs and wants.

  3. Helpful (1)

    "Great cause, too authoritative"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Marketing Manager in Dallas, TX
    Current Employee - Marketing Manager in Dallas, TX
    Doesn't Recommend
    Negative Outlook
    Approves of CEO

    I have been working at American Heart Association full-time (More than a year)

    Pros

    Great benefits, and abundant resources

    Cons

    Managed in very old school style. They hire you for new ideas and experience, but they do not want any input. Only interested in repeating the same activity.

    Advice to Management

    Time for a refresh, trust your people.


  4. Helpful (6)

    "Time Sucker"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Development Specialist in Houston, TX
    Former Employee - Development Specialist in Houston, TX
    Doesn't Recommend
    No opinion of CEO

    I worked at American Heart Association full-time (More than a year)

    Pros

    Meeting high level executives from my hometown.
    Free coffee.

    Cons

    Long hours
    Overtime Time away from family
    Extremely high and unrealistic expectations for cmd's.
    huge workload
    Horrible management (in my area)

    Advice to Management

    Lose the crazy lady to keep your good employees.


  5. Helpful (8)

    "Great company/brand: Some not so great management/leadership styles"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Communications Coordinator in Great River, NY
    Former Employee - Communications Coordinator in Great River, NY
    Doesn't Recommend
    Approves of CEO

    I worked at American Heart Association full-time (More than a year)

    Pros

    Working towards a great mission and helping those in need who are dealing with heart conditions, stroke, heart attacks etc.

    Working alongside those who have ties to the mission and equally believe in the cause.

    A good work environment for the most part.

    Open lines of communications with town hall style meetings and larger group retreats that allow interactions across market territories.

    Cons

    Some leadership and management operate on a closed door policy. Direct management can appear inaccessible and not willing to mentor direct reports.

    You may be successful in your role and receive verbal accolades, but don't count on moving up on the merit of hard work or recommendation. The excuse of there's no ability to have a title change due to the way the organization is structured, is often used ( outdated structure of job description/responsibilities, aka inequivalent to pay).

    Performing many things outside of your job description and then some.

    A job description that involves more than one position, but is rolled up into one to save money and cut costs, but pays as one position (under market value)

    Advice to Management

    Be open to fostering growth from within your organization, especially to those who showed positive growth and were recognized as doing so countless times, but did not reflect when it mattered. Have a growth plan for your employees who show potential via HR to foster retention from within.


  6. Helpful (9)

    "Overworked & underpaid...most of the time"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Dallas, TX
    Current Employee - Anonymous Employee in Dallas, TX
    Recommends
    Approves of CEO

    I have been working at American Heart Association full-time (More than a year)

    Pros

    Good benefits (PTO, health insurance, and retirement matching) Work from home option, a great place to learn new skills and move laterally, overall positive work environment

    Cons

    Many positions are so loosely structured that your duties are constantly changing. Although some co-workers are nice, others lack manners and will throw you under the bus to make themselves look good to volunteers and upper management. Your team lead may or may not have your back. Although work-life balance seems good at first, the longer you stay with the company, you'll find that you are overworked and underpaid. "Team players" are underappreciated and taken advantage of.

    Advice to Management

    Stop overextending your hardest working employees. They will quickly burn out, and leave.

    American Heart Association Response

    Jun 28, 2017 – Talent Acquisition & Engagement

    Thank you for submitting your review and congratulations on one year anniversary at the American Heart Association. -The AHA Glassdoor Team


  7. Helpful (1)

    "Overall experience"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Contractor - Anonymous Contractor
    Former Contractor - Anonymous Contractor
    Recommends
    Neutral Outlook
    Disapproves of CEO

    I worked at American Heart Association as a contractor

    Pros

    Great Mission, Great Volunteers, Great Programs to help the community

    Cons

    The management is not concerned about the welfare of the employees, only the bottom line.

    Advice to Management

    Thing about and appreciate your staff.

  8. Helpful (7)

    "Great mission, terrible management"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I have been working at American Heart Association full-time (More than 3 years)

    Pros

    The mission is so important and directly impacts Americans every day. Contacts and external opportunities can help advance your career if you work it. Opportunities to wear many hats and learn new skills.

    Cons

    Not all departments perform to professional business standard or competence. Some upper managers seem untouchable despite visible inefficiency and HR complaints. Serious problem with understaffing, high turnover rate in some areas, glacial hiring process: leads to 1 person doing the work of 2 to 3 full-time staffers for months (or years.) Work-Life balance is laughable.

    Advice to Management

    C-suite: invest in better performance tracking tools for both rank-and-file and upper management.

    Upper managers: It's okay to not know. Admit it and ask someone who does.


  9. Helpful (7)

    "nothing much has changed with how awful they treat their employees"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I have been working at American Heart Association full-time

    Pros

    Benefits are ok and most of the people are nice.

    Cons

    They still will tell you that you can be let go at any time regardless of how well you do your job. They only care about the money you bring into the association, nothing more. And the salaries are not that good either. Their excuse for low salaries is that they are a non-profit. Check out the salaries of the executives!

    Advice to Management

    Support your employees and stop threatening them.


  10. Helpful (18)

    "Frustrating for customer-centric salesppl. Process driven folks may love it."

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Vice President Development in Dallas, TX
    Former Employee - Vice President Development in Dallas, TX
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    Pros

    AHA has excellent benefits... better than many large for-profit companies! 401k (called a 403b in a nonprofit matching, pension, medical/dental/vision insurance, tuition reimbursement, PTO...

    Cons

    Mind-numbing micromanagement. Creativity stiffling environment. If you have any inkling of "out of the box, creative, blaze your own path" type of impact, run from this organization. Robotic, cookie-cutter, process-driven organization. This may be perfect for some folks, but not for folks who thrive in a true sales role.

    Advice to Management

    For longterm hiring success, make sure interview discussion regarding job expectations matches the actual job description. Train interviewers. Also folks lower on the management ladder shouldn't be made to suffer while top mgmt attempts to retrain unqualified upper management who were inappropriately promoted. When folks who have a giant bonus months away are willing to cut bait and ditch the bonus instead of waiting it out in misery, you know something is terribly wrong.


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