Cencora Employee Reviews about "management"

Cons

'At Will' Company (fire without warning) Management is incompetent You will get no more than 1-2 years with this company and they[ll find a reason to fire you without formal write ups of warnings.

Cons

the management teams were constantly against one another and hardly focusing on their day to day responsibilities

Cons

Massive quota increases recently Competitors have much cheaper prices and easier methods of ordering Very focused on metrics to please upper management

Cons

I find the most difficult things to deal with are at times are dealing with situations where there was a lack of follow-through by the previous agent who may have assisted a customer. At times this can get stressful because a representative didn't leave clear notes or sometimes management may not have caught a process issue. This career doesn't play around with tardies. 1 minute late, is considered a tardy so timeliness is key for your success at AmerisourceBergen. Management (including call center supervisors) are held to a different standard compared to the call center CARE representatives. (This is apparent when it comes to how AmerisourceBergen disciplines it's associates compared to how they "manage" their supervisors. Across the organization there's been what they've been calling it as "restructuring" which to them is better term that they use instead of just saying layoffs. Fortunately the CARE team isn't affected however it does change the level of security for advancements within this facility. I don't see where I could truly grow in this environment which is why I'm looking for better opportunity. If they offered it I'd probably be more inclined to stay.

Cons

*office politics *A management position opened up which I was qualified for and they gave it to someone who had no manger experience * I have a career path for a different department and it was something I was going to school for and it was taken away from me because 'business needs'. and management wanted me to stay at my current position because I was too good at what I did there. I was the only one who knew what the hell I was doing and would always help others with their issues and because the GO TO person for the team. After 3 months I quit and got my great job in my field of study. So ABC screw you!

Cons

This company along with their terrible subsidiary Bellco Generics frequently has sales positions posted for a good reason. It's because they fire people at the drop of a hat (after 90 days) if you don't meet the unattainable quotas and metrics. Why would a company invest all the time and effort for on-boarding a new employee, do the training, pay them benefits, give them a laptop, desk, etc and then only give 90 days - this is just bad business all around and fosters bad morale. It takes a little more time than that to get used to a job and develop and nurture relationships with clients. Stop hiring so many people if you know the majority of them will not last. Change the metrics so they can support stability in the sales dept. Supervisors are frequently hostile and behave in inappropriate ways such as discussing reps being fired with staff before that rep is even aware, discussing their metrics with 'favorites' and just out right gossiping. Very similar to middle school. After reading other reviews (Bellco Generics) it's amazing how this company is still getting away with these unethical tactics . Where is HR in all this mess? The management at the top are surely aware of all this so it speaks volumes about where the company is headed - downward.

Cons

There are many deadlines, causing a lot of stress. It would be good to provide stress management for associates who are dealing with multiple projects on tight timeframes.

Cons

Employees work 11:30 to 8:00 until reaching seniority.

Cons

- Lack of a company product management function; product owners approach everything as needing a project brief and dedicated funding. - Engineer managers will veto anything that makes them do work in the absence of engaged and knowledgeable product owners; basically, they hold the keys given product management's absence. -If your work relies on either of the above two functions and you challenge them, you'll be viewed as blame-oriented. - Engineers within the design department are not afforded proper career development opportunities, and the upper middle management can't follow most of what they're working on and reporting out. - Mid-level design managers will be forced into doing product strategy work alone because no one else thinks it's their job or will partner on it. - Directors overdelegate and underreport. - Change is challenged/questioned heavily and not actively sought. The company only recently moved to Figma and introduced 360 feedback. - Feedback and mentoring are non-existent. The design organization only just introduced 360 feedback. Prior to this, you really only had to rely on your manager liking you or not. The most senior design leaders are the least knowledgable/qualified, having lucked into their promotions based on tenure alone and parroting thoughts they've observed on LinkedIn or at their latest design conferences. You will not learn from them or develop in meaningful ways that will translate to better-operating companies. - Constant reorgs and team exercises that are basically crowdsourcing the higher-ups' work for them under the guise of bonding.

Cons

Minimal training; inadequate room for growth, most promotions are lateral moves with no initial incentives to move up unless you're looking for management positions in the far future. Micromanagement is apparent and favorism exists greatly. Highly likely individuals hired on your team with the same, or lower job title, may have a better salary regardless of your time at the company. Turn around rate is high, not a career more of a entry experience. Immense amount of punishment for unfavorable behavior ( you must clock out each time you go to use the restroom so the company is well aware of what you're doing at all times)