Press Ganey reviews

** All reviews in 2023 that were positive are listed because CEO tasked the marketing team to ask people to post good reviews.*** If you accept a job offer with Press Ganey I suggest you start saving immediately for a layoff and continuously look for other opportunities. It does not matter how valuable of an employee you are, you can be cut at any time, and if you survive the cut, you will do the work of those that were because they will not be replaced. Walk in the door a highly capable talent, walk out feeling totally defeated and worthless. I came into my role at PG and gave it 200%. I poured everything I had into the company and the people and it did not matter one bit in the end. I worked an excessive amount of hours to compensate for leadership's (across the board) consistent inability to make decisions in a timely manner and trust the work of their employees. Even the tiniest of deliverables had to be ran by an endless stream of stakeholders (including the PRESIDENT who has to approve every invoice and deliverable) and work had to be reworked for no solid reason every single time. Leadership would sit on simple decisions till the last minute leaving the team to act at a ridiculous pace and put the team in tough situations with vendor partners. There was never trust in well-built processes and best practices. Simple decisions by task executors (even at the manager and director level) were always questioned. There is constant turnover and those that remain loyal and keep the ship afloat are treated like worthless and incompetent placeholders. The HUMAN EXPERIENCE is TERRIBLE at Press Ganey, yet they post tips to client orgs on how to provide a better experience for their workforce. It is laughable. They have strong, diligent team members yet they micromanage and question them to a point where it feels like they are trying to run them off and to what goal?? C-Suite trickles down the lack of trust, care, support leaving managers to project the same poor behavior onto their direct reports. HOURS are spent on senseless tasks. Creativity and enthusiasm is squashed at every turn. Do they truly work to help client orgs YES, but the same care is not given to their employees. This is NOT THE PLACE for you if you want to pour into a company and add value. They make it IMPOSSIBLE and it is heartbreaking to experience and watch amazing co-workers suffer.

August of 2020 to date - The rapid downfall of this organization can only be described as a colossal failure of leadership. During the first few months of the pandemic, the organization saved millions of dollars on travel and 401k match. That continued until January of 2021. Those extra savings were not given back to employees to help payback their 401k, and those funds rarely provided much needed assistance to extremely underpaid employees after their spouses had lost their jobs. Instead, that money went toward multiple new acquisitions. The next crucially flawed step in the failure of leadership was the reaction to the loss of a few high profile clients. This led to multiple questionable leadership hirings at the c-suite level, and most importantly, the departure of critical strategic leaders within the organization. A new partnership delivery model was discussed in the late summer and fall of 2021 - Press Ganey was transitioning into a SaaS company. The fear of the unknown, the lack of leadership during an eighth month SaaS delivery design phase, and their inconsistent messaging from September 2021 until recently created a vacuum that pushed employees to flee the company in every direction. While the SaaS model understandably required some thinning of the ranks, the turnover truly became astonishing. If you don’t believe this review, simply follow PG on LinkedIn and see how often they are celebrating new hires. Look at their career’s page. It’s littered with replacement jobs for the loss of incredible employees and talent. The absolute worst part of this entire experience has been observing Pat Ryan change. Maybe Pat is showing his true colors? Pat clearly and bluntly blames employees for the shocking drop in morale. During today’s town hall, Pat, who frequently interrupts his leadership team, made it a point to tell people in the organization that they have to “own the culture”. Yes, the employees have responsibility. In this case, Pat, you’re wrong. The turnover didn’t occur because of the workforce losing interest in maintaining the culture, or their home lives; it happened because of your change in strategic approach and your uninspired leadership since late 2020. You and the leadership team are responsible for creating a mismanaged and drastic strategic shift. You’re responsible for continuing to acquire multiple companies without a clear plan to integrate them. You’re at fault for not seeing the weaknesses in your acquisition and integration strategy. Most importantly, you’re at fault for not celebrating your longterm employees. Those are the employees quitting in droves. With every recent communication you have proven to us that you don’t appreciate your workforce anymore. It has made me personally wonder, were we all just a pawn in your scheme to create your own golden parachute before retirement? Where are Press Ganey’s engagement results, Pat? Why aren’t you showing us that most staff still trust midlevel leaders, but that the majority don’t trust you? To Cassandra and the HR team - Every current and former employee that has left a detailed response on Glassdoor is aware that you can’t win in this situation. You have to respond with a careful and uninspired response. The astonishing turnover we have seen, and will continue to see, is not your fault.