Medline Industries reviews

Very young workforce, up to the director level. My director had been at the company for her entire career so she knew Medline well, but little professional knowledge outside of that. She spent most of her time checking her phone, posting to instagram, working out and eating. Was very childlike and unprofessional in her dress and demeanor. Didn't know how to manage or develop someone with different outside experience who had been in the workforce longer and was trying to make a career switch. She casually mentioned once that she thought I was "competing with her" when I was just focused on doing my job. She never said hi when she came in. They don't like (and are even intimidated) when you bring outside perspectives. The culture and mentality is very much "we've always done it this way because it works, that's just the way it is. Like it or leave" Very immature way of thinking for a company that boasts itself on being entrepreneurial (don't be fooled, there is very little innovation here). I was surrounded by 20 somethings who felt that just because they had been there their entire careers, that I had nothing to bring to the table and that I should keep quiet and learn everything from them. Felt very cliquey. Respect and responsibility are given based on tenure, not on knowledge. I sat right outside my VP's office and he never acknowledged me. They tell you if you are trying to grab coffee with someone on the team, just to get to know them, that you are asking for "VIP treatment" (what the heck???) Expected to respond to 100+ emails daily even when traveling and on client site for 12 hours doing a hospital installation. Departments are very siloed so PM roles can very across the organization.

The leadership is toxic and abusive. The Implementation leadership allows bullying, threats and a hostile work environment in the interest of profits. The leadership is set on legacy ways which drive up errors, stress and pressure on the team. They are not interested in technology or even advanced Excel templates to improve the productivity and accuracy of the team's work. High turnover drives excess specialists work hours. More importantly, they do not display interest around developing or coaching the specialists and clearly treat them as liabilities instead of assets. Statistics say it all: More than 2x the peak headcount of specialists have left the team in the past 4 years. Average tenure is <1 year and even incentives to slow didn't stop the resignation rate of 1 every 3 weeks.