Used to be a great place to work, now not so much - Anonymous employee ConnectiveRx Employee Review

- The company is in a state of perpetual turnover. When a teammate inevitably departs the organization, other teammates are expected to pickup more work in their absence, without any recognition or additional compensation associated with this additional workload. Management is also slow to back fill empty positions, if they even do so at all. - Hiring has not kept up with the organization's growth. - The company is the definition of penny wise pound foolish. They are incredibly adverse to spending small sums of money for tools or products which would deliver business returns. Believe it or not, no one cares that you sent them a lunch bag or water bottle. Most would prefer to see money invested in tools which make us more productive or reduce our workload of repetitive tasks. - Company runs off of a series of antiquated and backwards processes. - Employees are openly afraid to admit their competency to certain tasks or products because there is an expectation that once someone touches something, they are the owner. This is a thankless position to be in with no benefit, so it's better not to bother. - Totally backwards remote work policy that has led to a number of resignations among longtime staff members. These resignations add to the already high workload of those who stay, which in turn leads to even more turnover. - You absolutely have to play office politics if you ever want to get anything done. - Disorganized. Lacking clear formal policies and escalation points consistent with a company of it's size. - Everything is treated as a "fire" and is expected to be treated with the absolute highest priority. These "fire drills" mean that things that are actually important get delayed or not accomplished at all. When everything is important, nothing is important. - There is nearly zero training for any of the organization's professional support staff. When training does exist, it is usually run by a coworker or teammate who is totally un-preparred. It's not their fault, I would say that this falls outside of their job scope. If the organization wants to bring on new personnel, their needs to be a thorough training plan documented by their manager. - For most employees, there is zero professional development opportunities. I know whomever it is from company culture that reads this is going to contest this, but a program which you have to apply to and it may cover costs is not the same as a commitment to professional development. Again, this one should fall down to the managers, where they come up with a professional development plan for their team. Bring in vendors or pay for classes for relevant products or industry skills for their team or department. Every other organization I've worked for has done something similar. - Management frequently talks about how they understand the problems within the organization. Then never does anything to address them. Nothing ever gets better, it only gets worse.