Sunquest Information Systems reviews

Let me start with directors and VPs, especially those that have been promoted from within. Great example of how it's more important to brown nose and be a 'yes' man than to work hard, be competent, be knowledgeable, and know how to work with and manage people. Lots of unprofessionalism with managers and executives talking and treating subordinates rudely. In meetings it's so obvious that those that know how to feed the directors' and executives' egos are the ones that get a pat on the back. Lots of backstabbing and posturing going even within the executives and directors for personal gain versus what's best for the company and employees. Can this be changed? Only if those people are replaced since this is a person's character. Sadly, there are some VERY good people there, but just as others commented here, you end up getting support from others that are also good, competent, etc., but it's behind closed doors because when the doors are opened, you HAVE to conform to how management wants you to behave or there are repercussions. It is a horrible, degrading environment to work in. If you have no pride, have nowhere else to work because there isn't much in Tucson, are able to be treated poorly and expected to work long hours for less pay than national average, then Sunquest is the place for you. Customers hate the company except for those that are at high positions because those are the ones that Sunquest management 'cater' to --- those that know the workings of the company, use the product and deal with the frustrations of products not working, etc., are stuck because of the high cost of replacing their systems. Wake up Sunquest --- there really haven't been much net new sales, and the ones that have been won have been because of politicking and not because of the true capabilities of the products and services. The products are majorly ARCHAIC in architecture and acquisitions are ways to show growth instead of fixing the existing problems.

I've gone through highs and lows since I started working here. At the beginning of the year, there were big changes happening in PD with the new Agile rollout. People were optimistic and very excited. I think I even saw SQ's rating go to like 3.7 on Glassdoor! After 2-3 months, that completely changed. Now we're at a 2.8 and its reflected on the floor. Most of us have these major deadlines to get products out within the next 6 months, but we're expected to burn up out PTO by the end of the year. Sunquest said they're changing the PTO policy and that it reflects industry trends...which is fine. But, not when you've set arbitrary deadlines to get projects out! These deadlines were arbitrary when they were initially set..and I understand the need to start having product releases on a regular cadence. But when the PD core team points their backlog, does the math, and says there's no way we can even meet these deadlines, there's no response. We can tell the PD managers until we're blue in the face that the dates are unrealistic, but I've learned that the managers have little to no power about anything related to adjusting project timelines. Execs say 'strip out all the bells and whistles and just include the minimum in order to get the functionality completed' but what happened to quality? As quality diminishes, so does the ability to take pride in the work we're doing. It's laughable that HR responds to reviews here and asks people to make suggestions for improvements and provide feedback. It's ONLY a show for people outside the company; execs don't care. If thy cared about what we thought, if they cared about the things that frustrate us, make us leave work in a bad mood, etc. they'd have an anonymous internal feedback system. They'd have employee encentives (and I'm NOT talking about incentives for Sales...why does Sales deserve a paid vacation for selling products but PD doesn't deserve one for BUILDING the products that Sales sales? Or Education for creating training for everyone internal/external to use? Or Finance for ensuring that money is handled effectively so that this not-so-positively trending company doesn't go under? Have you ever heard of employee incentives (and I'm not talking about a gift card for 5 employees every month when SQ is a company that has over 500 employees!!) you SAY that you care, but you ACT like you don't. you know that saying 'actionsspeak louder than words'? Your actions are screaming to us, and we hear it. Don't you get it? You hired us because we're smart and we WANT to make a difference, yet you only allow it if the difference we make fits in a little box. Don't out get it? You want employees who care, but you're making it EXTREMELY hard when all we hear is 'figure it out'. Don't you get it? You want us to be innovative, but you constrain us with deadlines bc clients smile AND you keep throwing FFS projects and CRs at us every time a client complains. You don't reward a screaming kid with candy, neither do you reward an angry client by putting their request at the top of the PD team's list if it means 50 other clients will be screaming. If you gave us the time we keep telling you that we need, it's possible that that client wouldn't even be angry.