Truven Health Analytics - Decent company, Nice work environment | Glassdoor
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There are newer employer reviews for Truven Health Analytics

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Helpful (2)

"Decent company, Nice work environment"

Star Star Star Star Star
  • Work/Life Balance
  • Culture & Values
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Current Employee - Director in Ann Arbor, MI
Current Employee - Director in Ann Arbor, MI
Recommends
Neutral Outlook
No opinion of CEO

I have been working at Truven Health Analytics full-time (More than 5 years)

Pros

Professional culture. Focused on the right things. Good benefits. People don't seem to be distracted and gossiping...they are actually working 99% of the time. Very little tolerance for negative employees that stand around complaining to others...that is not part of the culture. There isn't much to complain about...so complainers aren't taken seriously.

Cons

Raises are tightly managed and capped. Health data management...not great party conversation.

Advice to Management

Reward high productivity more flexibly. People the put in "just enough" effort seem to get only slightly lower raises than those that are striving to excel. Senior Management seems isolated...most people never interact with, or even see, those at the top.

Other Employee Reviews for Truven Health Analytics

  1. Helpful (11)

    "Deeply flawed culture where no one is willing to acknowledge that the emperor has no clothes"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in Ann Arbor, MI
    Former Employee - Anonymous Employee in Ann Arbor, MI
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I worked at Truven Health Analytics full-time (More than 10 years)

    Pros

    Pockets of very dedicated, smart, competent people; generally flexible schedule and work opportunities; reasonable development methodologies for most projects.

    Cons

    The overarching issue (that's been the case since the Medstat days) is a grossly unfair system of compensation, promotion, and recognition. Favoritism is rampant, clearly unqualified employees are promoted as a means of shuffling them out of an area, strong employees are intentionally left to stagnate because management wants to keep them where they are, lip service is paid to promotion from within but unless someone is a favorite it won't happen, managers are instructed to give mediocre performance reviews as a means of keeping raises low, raises are not tied to performance or reviews, employees are given no direction on how to advance. The bottom line is that unless you curry favor early with a select group of people, you will never rise above a certain level nor will you receive any recognition for your work. You will also be expected to work long hours for no good reason - no one is ever praised for being efficient, just for working late.

    A related issue is that whole groups of employees are treated like children (quite literally - they are given ice cream socials and play time as rewards for good behavior). Inane processes and regulations stay in place because, again, a select few narrow minded individuals don't trust employees to understand their jobs. Employees routinely cover up or don't discuss problems for fear of recrimination. It's a very siloed environment and a very fear-laden one.

    Advice to Management

    Take a very serious look at Operations, very few people there are happy. Put a stop to the rampant nepotism and favoritism that goes on. Take a very serious look at how staff are trained and evaluated. Stop forcing managers to skew reviews and stop treating employees like feeble minded babies. Loosen the purse strings when it comes to raises, training, equipment, and infrastructure. Don't wait until people are ready to leave before rewarding them. Stop outsourcing when it makes no sense (prime example: farming out data management tasks to India when it ends up taking longer to coordinate the effort as opposed to having US staff do the work). Give appropriate resources to groups trying to improve processes, not those who want processes for the sake of having them. Stop using cutesy, faux rewards (puzzles, carnival treats, magic shows, clowns) - your employees are adults, treat them like adults.


  2. Helpful (6)

    "Steep downhill slide from Thomson Reuters"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Operations in Denver, CO
    Former Employee - Operations in Denver, CO
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I worked at Truven Health Analytics full-time (More than 5 years)

    Pros

    Can't think of anything positive

    Cons

    Old management inherited from Thomson dancing to Private Equity tune....which has an exit strategy after 3 years. According to a reliable source, management has to double the biz or profit in 3 years, with minimal investment...hence cost cutting with outsourcing to India and Capex freeze (5 year old PC).....

    Advice to Management

    Pack your bag now...

There are newer employer reviews for Truven Health Analytics
There are newer employer reviews for Truven Health Analytics

See Most Recent

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