Labcorp reviews about "upper management"

The bureaucracy within the billing department eventually burned me out and I had to quit for my mental health. My last boss only ever spoke to me to give negative feedback.

Poor upper management, employee is and will always be replaceble, just a number.

Pay could be better, but I have received a wonderful raise.

Unsustainable heavy work load to rush through tight deadlines. Poor upper management that is Chinese run that oversee SG site. Poor workload management by managers in Sg.

Manager is sexist despite being a woman, favors male employees. Thinks they are needed reference when people find jobs regardless, so will make you feel bad for a situation that she does not have power over. Very petty, doesn't listen to issues that are brought up while thinking they are right all the time. They know some are getting paid less than everyone, then illegally tries to tell people it is illegal to discuss wages, when it is not. Supervisor always had alcohol on his breath, but was praised and protected. Bonus checks also vanished suddenly after a year working there, but upper management still gets bonuses. Manager micromanaged everything, didn't like that we took our breaks at the same time when we were happy with it and forced us to split it up. Super condescending when people at entry level jobs are more educated than she thinks. No opportunity for growth whatsoever.

Workloads can be consistently intense, and while the 2-day turnaround time is the standard, many cases require additional time due to their complexity. Issues involving name discrepancies, body fluids, irreplaceable specimens, and other atypical scenarios often demand more detailed investigation and cannot always be resolved within that timeframe. There is significant emphasis from upper management on meeting turnaround metrics, which can feel challenging to balance when handling high volumes of complex or non-routine cases. •In some situations, employees may be assigned to high-volume or complex accounts without sufficient ramp-up or ongoing support. This can make it difficult to navigate issues that are not straightforward or commonly encountered. Support from teammates can sometimes feel inconsistent, and there can be an expectation to already know how to resolve uncommon or highly specific issues, even when additional technical guidance may be needed. Working in a partnered structure can be difficult if there is a lack of alignment or support, which may impact workflow and overall efficiency.

- Constant turnover and they have been on a hiring "frost" for some time now which means they are not hiring nearly fast enough to make up for it - It is a boys club past the regional manager of business development (RMBD) level so good luck trying to move ahead - Limited growth opportunities and promotions are quietly based off of tenure - Upper management is not in touch with what is going on in the field and rarely speaks to their sales people - Lack of accountability; for instance, an SME may set up an account incorrectly and the KAEs have to pay for those mistakes. No disciplinary action is taken even when it is a regular occurrence.

Overworked, upper management is not good, culture could be much better, picking up slack for other workers who are just there

Long hours, upper management doesnt seem to care about total amount of studies being ran sometimes. Will run you into the ground