Amplicare Reviews

Where to begin. I think the main problem at iMedicare is the fact that upper management asks for feedback, and when they are given anything negative they shut down and don’t’ work with that feedback. They force the whole company to go to a retreat every year to work on “culture”, when their priorities need to be elsewhere. They want a “bro” culture, where everyone is cool getting drunk and smoking weed, but also getting work done. These retreats turn an already long 5-day work week into a 12-day work week. They also are “mandatory” but are held on a weekend and it is time that you are not paid for. Yes, food and drink are provided. But at a retreat, I want to get something done. I want to accomplish something for the better of the company that we don’t have time to put our full focus into during the regular, busy work week. ANYWAY. That’s one negative. (there is more than this review can encompass) Next, the CEO plans these “one-on-one” meetings every 3 months with every member of the company. They’re more so he can say to investors and future employees, “look at me! I’m a cool CEO! I actually care about you!” When in reality, he doesn’t. If you give him ANY negative feedback in your one-on-one, you just create more work for yourself to fix it. Or you deal with defensiveness from him trying to show you that absolutely nothing is wrong and that you are the bad person for thinking or feeling negatively. Most employees “yes” him to death because they know speaking out their thoughts gets them no where. There are boards where team members can leave anonymous feedback. That is where management should be focused, because you never get the truth when you press an employee in a one-on-one meeting with “are you happy here?” OR one of my favorites, “Do you hate me?”. There are so many secrets and issues swept under the rug. The first review left here was probably the most honest, but it has been majorly edited. You will also notice most reviews are from November 2nd 2015, after the CEO noticed the horrible first 1 star review and begged people in the Monday meeting to write something nice. I’m sure most of those nice reviews do not work at the company anymore, since they laid off over half of the sales team and some happiness near the end of the busy season last year. People are given more work than any one person can handle. They require you to come up with new things for the company, have you put hours of work in, only to throw it all away then do it a year later when upper management has the idea and thinks its an original idea. There is no room for growth here. They will try to appease you with a title change, but that's it. The CEO goes into panic mode and takes it out on everyone below him and begins micromanaging the teams. (In some cases, this is okay, that’s what CEO’s do to see what’s going on in the teams, but this is not his motive for micromanaging). He’s gone as far to create a phone line and brag about his call times trying to show up the employees who have more work to do than call customers and force them to download a new part of the software. A download which was not ready for customers since it was barely beta tested. So, essentially, all customers became beta testers since sales and happiness were forced to call as many of these customers as they could to get them to download the software. Something that was done since the CEO ruined ties with another executive of a pharmacy software company and wanted to get it done behind his back to prove to him that iMedicare is valuable…… They also force the sales team to constantly lie and promise that new features are “coming up”… only to then take back those new features until next year because they realize there isn’t enough time before the busy season to complete them to the point of kind-of releasing them to customers. Anything to make a sale and let happiness (now support and success) deal with a somewhat disgruntled customer. Management is reactive, which is their greatest downfall. Any threat to the product is met with some new feature that is released with barely any clear communication that then creates more frustration among the team. These concerns are raised but are met with a “I’m not worried about it, so you shouldn’t be worried about it” mentality. The company is in a constant state of unsure movement. All employees try to tell themselves that this is “start-up life”, but it isn’t. It’s apparent that there is no direction. Even when the advice of the employees, after viewing the competition and what they have to offer is to “slow down”, they continue to add new things, creating more work for an already stressed out, strung out team all around (sales, happiness, product, development).