Press Ganey reviews

Talent is walking out the door in flocks. And it is not just a few. You have whole departments dispersing, either leaving the company or trying to find happiness in another department. This company is known for spending mass amounts of money on acquisitions, but not investing in their employees. It should qualify as robbery with how they pay people. Leaving this company almost doubled my pay. Do not let Press Ganey fool you. They CAN pay their employees, they just choose not to. Press Ganey is a BILLION dollar company, so do not get it twisted, they have the funds to invest in their staff; they choose not to. Leadership is greedy, from a monetary perspective and just running lean in general. I don't understand the concept of not backfilling positions, the only explanation I can see is to not have to spend the money on filling the position. Now if you get to leadership, you will be sitting pretty. Not having to do hardly anything while getting paid decent. I am telling you, this job will NOT pay you what you are worth. There is no growth opportunity for 80% of the company. That 20% that might get advancement will only get it if they drink the koolaid, and keep any ideas or suggestions that go against the grain, to themselves. Want to provide effective and actionable change? You won't be able to do it here. They do not like the people who can think for themselves, they just want you to push their narrative that everything is great at Press Ganey and everyone is so happy....it is not for the majority of people working. Then once you get hired and have been there for 5+ years, the people they are hiring in after you will be hired in at a hirer wage and they will end up making more than you when they have worked at the company less time than you....THIS IS A REAL THING. New employees are making more than the people mentoring them in certain situations. Join At Your Own Risk, I am telling you, this place is NOT it. Oh, yeah, another thing, take a look at the trending of the star rating for Press Ganey. At the end of 2020, they had a rating over 4.1. In less than two years you will see that graph have a consistent drop. From over 4.1 down to 3.5. That should tell you everything you need to know.

-Political, authoritarian leadership with no interest in creating a healthy environment or engaged workforce. Job security is predicated on your relationship with C-suite executives, not your ability to meet your commitments to PG or clients. CEO is often belittling to employees in the name of a "cutthroat, old school" organization, despite preaching workforce engagement to clients. -Many high-level employees do not have the skills necessary to do their jobs which leaves directors, managers, and frontline employees doing double time to fill the gaps. There is a constant stream of new C-suite executives with snazzy titles to release white papers and do speaking events, while core business functions are understaffed and churning folks at an all-time high. -For an organization that preaches and sells employee engagement, there is a serious lack of commitment to having an engaged, resilient, or empowered workforce. Late nights, weekends, and unrealistic deadlines were the norm. PTO days were not respected and managers encouraged availability even during days off and vacations. If health systems could see the inner workings of Press Ganey, I struggle to understand why they would contract the company to help them improve their workforce engagement. -Annual employee surveys are conducted, but the feedback to leaders is often to "reframe their perspectives" on the results rather than actually improve them. An example from a real conversation: "If your employees feel underpaid (and actually are underpaid due to any market research statistics), tell them that they have a good benefits package and that many people are unemployed right now due to COVID." - Acquisition growth strategy is aggressive and does not allow for proper integration and assimilation of new employees from targets. This creates a Frankenstein-like conglomerate with little continuity across departments and seemingly no ability to move quickly to solve key business problems. It also creates limited growth ability for current employees as most new VP+ leaders are brought in from target companies. Fortunately, not getting promoted gives you more separation from the toxic leadership and culture at the top of the org. - Virtually 0 cultural and racial diversity in key areas of the company - a "boys club" type of environment. The C-suite is diverse to support the "image" of DEI, but this is not the case throughout the organization.