Express Scripts reviews about "manager"

Getting anything done without a committee Getting anything done collaboratively (i.e. committees don't count) personal growth, manager feedback, visibility, stability, encouragement, personal empowerment

No personal growth unless you want to become a pharmacist manager or supervisor. Time off is generous if a slot is open on the week or day you desire. 401K is standard with a match from employer. Flex account third party requires additional documentation ALL the time. Job is not for the faint of heart if you see a high turnover in pharmacy technicians and pharmacist supervisors ( who are techs too).

Large company, people are easily replaced A lot of nepotism within all departments of the company, a who you know depends on where and how high you go within the company. Numbers on paper are more important than the patients they serve and the quality of the service given to the patient. Since merging with Medco there is a lot of confusion on who does what, what goes where, and how many people are actually needed to ensure patients and employees are satisfied, all about saving money, paid so much for the merger to happen need to get some back. Lack of leadership from management within some departments HR doesn't look into any complaints or issues against managers brought to them by employees, they will side with management without investigating even when it is told to them to be untrue.

Express Scripts likes to pull you in, suck all of your creativity out then toss you to the dogs. Highest turnover for a company I've ever worked for. Senior leadership has no idea what is going on beneath them nor do they care, it's all about numbers and HR marches to a whole different drum altogether. One of our leaders said in a management meeting they didn't care about their attrition since there is a line out the door of people "begging" to work here. It's great for Express Scripts, they can hire in 'green' workers and start them out on the lower end of the pay scale with little to no investment on their part. I always wondered why there were so few older account managers employed by ESI, now I know why... Conceit and greed at it's finest. You're encouraged to work as a team but then pitted against each other at evaluation time, even our directors can't figure out why this model is still in place but their feet are held to the fire just as ours. This is not a place to begin your career. I do the best I can to encourage the many talented people I come in contact with to look elsewhere, to a company who appreciates their talents, ideas, innovations and personalities. ESI leadership has already mentioned to us that this website (glassdoor.com) is completely bogus, inaccurate and biased when it was brought out in a management meeting. Unfortunately, leadership chooses to discard the thoughts and opinions of their own employees as if they didn't matter. If I was asked to discard the thoughts and opinions of my clients then I wouldn't have a job, how is this any different? Please don't buy into the hype that ESI is a great place to work because it's a Fortune 500 company and one of the largest employers in St. Louis, at the end of the day what does that really mean, does it really matter to you or your family?

Management out of touch.They having people who are great Individual contributors as Manager.

I am continuously given more work than a person in my position should be able to handle or prioritize along with aggressive timelines, high efficiency expectations, marginal staffing, and the very highest quality expectations - and there is little room to negotiate without a huge negative impact to performance review. There hasn't been a slow week since April 2, 2012, the date of the merger with Medco. My hard work is not appreciated or valued as it should be, but there is instead a lip service provided by others who are also not feeling appreciated but doing their best to survive. As a employee, I am not trusted for content of projects such as training lists, training schedules, on boarding, vendor management, and asking other departments for support or input on a project within the other department's roles and responsibilities - I must go through management in most cases. As a manager, my input for documentation of capacity and staffing is not valued. Clients do not trust my company, so in turn my management and new client contacts do not trust the timeliness or quality of work of me, my employees and my contract workers. No time or allowance mentor within the company within a different department - again, would require management approval from my management and from the management of the mentor - who would deem us too busy and would deem this a low priority.

Directors can't direct Managers can't manage Supervisors are clueless Team leads are want to be all of the above who are inexperienced, think they know it all and play a key part in keeping this company down. Supervisors (BB) takes old processes that have been working fine and come up with horrible ideas that drag down a department (bulk an prep) and sends the ripple effect into the warehouse department that results in Mandatory overtime daily and on weekends. This place sucks! And the ideas of upper management suck along with it. This place has no concern for work/life balance although that's what they preach. And now, if you have a scheduled PTO on a Monday for an extended weekend and Saturday is mandated you are required to work the Saturday or be punished. That's how the Warehouse works! Please stay away from this place!!!!!

Poor communication across organization. Poor executive leadership. No commitment to employees or client strictly about the bottom line.. No true leadership development . The company does not have a good training program for their new hire resulting in huge turnover.