There are newer employer reviews for Press Ganey

5 people found this helpful  

Sad to see so many exceptional people be so marginalized

  • Work/Life Balance
Current Employee - Anonymous Employee
Current Employee - Anonymous Employee

I have been working at Press Ganey full-time

Pros

If we can execute we have an extraordinary mission.

Cons

Talented, dedicated people both new and old are exhausted, demoralized, afraid to speak up and suffering from the fractured communication of the new c-suite. Even strong and seasoned executives are wary of public humiliation. critical decisions are being made without complete information - but the bullying and disdain of the CEO is a strong deterrent to collaboration.

Advice to ManagementAdvice

Understand that words and tone matter. Most PG employees, even the executives are not independently wealthy - the work they do at press ganey is how they support their families. The new culture seems to revolve around the ceo's mood: don't make him mad, stay out of his line of fire.

94 Other Employee Reviews for Press Ganey (View Most Recent)

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  1. 10 people found this helpful  

    The culture of old is gone thanks to process wonks who haven't a clue.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Doesn't Matter Because Cronyism Keeps Great Employees Down in South Bend, IN (US)
    Current Employee - Doesn't Matter Because Cronyism Keeps Great Employees Down in South Bend, IN (US)

    I have been working at Press Ganey full-time (more than 5 years)

    Pros

    Executive leadership is doing a fantastic job and should be commended for their efforts to improve this once stellar company. NOT!!! They will do everything they can to make sure all shareholders are taken care of. NOT!!! Executive leadership cares about employee satisfaction and treating employees with respect. NOT!!! The culture is not suffering, it's great. NOT!!! If the NOT's sound familiar, it comes from the TOP down on any given day...including the seemingly BAD days that people have. We expect more from our leadership ALWAYS, EVERYDAY.

    Cons

    Let's start with the obvious conflict of a survey company that sells an employee partnership survey yet no longer places an emphasis on surveying it's own employees. Imagine if the competition found out that Press Ganey sells a product that it doesn't even believe in enough to use internally like it used to. Decisions have consequences. Senor leadership has decided to behold processes and ebitda as the driving factors for company success. Pissing off shareholders along the way. Decisions have consequences.

    It used to be said that the greatest key to success at Press Ganey was the people and their desire to help improve healthcare because everyone that worked there would be affected by healthcare at some point in time. It was often said that everybody had equal responsibility for that and everyone was in charge of customer service. It used to be a place where the mantra of "Work hard, play harder" was and meant something real. The company has managed to stay successful for over 25 years by focusing on customer service. The profits came in because of that focus. There was a reason the compass was the company logo. Some said it was a reminder that Press Ganey should never lose it's way towards it's goal of making healthcare better. That goal was achieved through customer service. EBITDA was an after-thought. That's not to say it wasn't important, but it wasn't the focus. Once the focus went away from the customer service aspect of helping clients improve in favor of process and EBITDA, it all went downhill. Decisions have consequences.

    The hard working people at Press Ganey may not do everything right, but they do a lot right. And when new leadership comes in and decides to change things for the sake of doing something instead of taking the time to learn what's been successful and what hasn't, well those decisions have consequences too.

    The consequences now are only 25% of the reviewers approve of the job you're doing. I'd say that's generous. I'd say that's lemmings of the new leadership trying to boost the numbers. Please please please. The people of Press Ganey aren't new to the numbers boosting game. You can't fool us. Leadership doesn't get a free pass just because they are leadership. If they are holding accountable the employees for their job, then the employees and fellow shareholders should hold leadership accountable as well.

    Advice to ManagementAdvice

    1. NEVER NEVER EVER get rid of the Employee Partnership survey. It will tell you exactly what you're doing wrong and how to improve it. 2. Before putting stupid processes in place just to put a process in place, learn the current process, examine it for successes and shortcomings and then make the incremental changes as needed in an effort of continuous improvement. 3. Communicate, communicate, communicate. And when you're done, communicate some more. 4. Bring back Dr. Hall. He embodied and embraced the mantra.

    I suspect had leadership had the forethought to do some of these things in the beginning, people wouldn't be doing their dirty laundry in public on places like this and other websites for the world to see. That's usually what the employee partnership survey was for but since it was determined early on in new leaderships tenure that the survey was "better placed as a 2013 initiative" this is the outcome of that decision. And decisions have consequences.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
  2.  

    Change is for the best

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee in South Bend, IN (US)
    Current Employee - Anonymous Employee in South Bend, IN (US)

    I have been working at Press Ganey full-time

    Pros

    Press Ganey is a great company to work for and has done very well. However, it's clear that there have been many areas that were neglected or under invested in. This is clearly changing with the new management team and people are excited about the ability to continue to build on Press Ganey's success.

    Cons

    Change isn't for everyone and makes some people nervous. Hopefully some big wins will convince those that are nervous that change is for the better.

    Advice to ManagementAdvice

    Implement performance management. Remove non-performers quickly but make sure you just as quickly reward those top performers.

    Recommends
    Positive Outlook
    Approves of CEO
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