athenahealth Employee Reviews about "management"

Cons

1. Lack of salary transparency. Had I known how the role and department are actually functioning, I would’ve negotiated higher when applying and during my earlier time. I’ve since learned there’s severe pay disparity. I know of some senior CS folks making less than folks who are new and of a lower title. That’s unacceptable. Pay equity should be a big part of this company. Salary transparency would allow folks to better get an idea and be able to negotiate better. This is lending to continuing inequity and ruffles feathers across the company. 2. Management is what you expect: mostly white, straight, etc. doesn’t mean they aren’t good at their job, but don’t expect to see minorities or marginalized folks represented at the senior tables. They also don’t show they value the unique experiences for those folks or know how to lead and support them. I feel for management and employees—you’re only as good as the structure. They are working on it, but you don’t get any insight into what “working on it” means. And yes. The Director of D&I is also a black woman. Feels like tokenization of her. If you’re into culture, you can get involved, but I don’t know exactly how. A lot of new folks join ERGs. Those who have been around have a skeptical eye and cautious hope. Just know your colleagues are amazing even when management and senior leadership doesn’t feel that way. 3. It’s a large company and everyone is mostly remote now because of COVID. You won’t be able to meet everyone across the company, so if you like to network, you’re kinda stranded until everyone is back in the office. The office is fantastic FYI. It’s great sitting among peers. But it’s tough because you don’t really get to be with other people. On the other hand, I’ve gotten to know a lot more about my peers in a way I cherish—I think we forget to be real with each other when we are always in the office. Cat and child interruptions happen at least once a week. It’s great. 4. They tend to promote people based on projects and that tends to be outgoing folks. Sucks for the quieter folks with great metrics who also do wonderful work. They aren’t the best with different personalities. 5. They live by their values. Problematically so at times. Especially obsess over customers. There are some really crappy customers who should be terminated because they bully their CSMs. We’d be fired if we spoke to each other that way, but there’s some money hungry capitalism behind every company, so, of course customer support and customer success gets screwed. Both in support and in pay. The pay inequity between engineers and the customer teams is atrocious and offensive. They clearly don’t value people skills like product. 6. You’re limited in promotion. At some point, you’re forced to become a people manager because they don’t make high level project manager roles yet. So. You’ll lose fellow employees who are great project managers but don’t want to or shouldn’t be people managers. And that’s where you can see issues happen at higher levels—people managers who shouldn’t be and aren’t taught well. You’ll likely want to leave if you aren’t people inclined or be forced to change departments.