MEDCO Reviews

Leadership operates in a highly reactive manner, often making major decisions with little preparation, communication, or planning. There is a strong “jump first, figure it out later” mentality that results in unnecessary chaos, constant fire drills, and repeated rework. Communication from leadership is inconsistent and often occurs only after decisions have already been made, contributing to frustration and a lack of trust. Transparency is minimal, with secrecy around company direction, sudden restructures, and surprise layoffs that leave employees feeling expendable and undervalued. Employee morale is a significant issue. Compensation is low relative to expectations, and there are no incentives, rewards, recognition programs, or meaningful acknowledgments to show appreciation for employee contributions. This has led to widespread disengagement and burnout. Despite being an account-facing company where employee attitude directly affects customer relationships and retention, leadership does not appear to prioritize employee well-being. Disgruntled and exhausted employees are expected to maintain positive client relationships without the support, compensation, or recognition required to do so effectively. Additionally, the people closest to the work—the ones who see problems firsthand and frequently fix them without guidance—are largely ignored. There are no formal channels to provide upward feedback, review management, or submit company-wide suggestions. Employees are not asked for input, even though they consistently identify inefficiencies and implement solutions on their own. This disconnect between leadership and frontline employees results in missed opportunities for improvement, reinforces a lack of accountability at the top, and ultimately contributes to declining employee engagement and customer retention.

Privately owned, maybe becoming public could grow faster