TruBridge reviews

Management rules by fear and lacks any true management skills, as all promotions are internal, and a result of conforming the the backstabbing company culture. Promotions are given based on politics rather than ability. Upper management promotes yes men that will do exactly as they're told without asking questions or giving suggestions. Middle management gossips about employees, and uses this gossip in yearly reviews. Pay is minimal, and pales in market comparison. The average starting salary is a shockingly low 28,000. Upper management hoards information as a means of self importance. Because of this behavior, many helpful tools are kept from support staff, such as user websites, Microsoft Office, and laptops for employees who travel with implementation. Turnover is high because employees are undervalued, disrespected, and treated like inmates rather than professional adults. This leads to a shared misery among employees. Employees are never asked to review management. If they were, the company would have to face the fact that there are some serious issues at hand. Because of the high turnover, clients rarely receive quality support, as the average employee has worked for the company less than 2 years. Having said this, employees are directed to lie about the number of years they have been with the company, and restricted from telling the client the truth. Upper management reacts emotionally rather than rationally, and takes every opportunity to make an example out of employees to further enforce the "rule by fear" mentality. Employees are encouraged to back stab fellow coworkers, provide gossip to management, and provide false information to clients. They are encouraged to gloss over software issues, and promise correction in a future release, in hopes that the client will forget about the problem. They are told to ask the client to enter an enhancement through the user's portal as a means to pacify the client. Any client that's been using the software for an extended period of time knows that these requests are rarely ever programmed. Rather than patching the software to meet Meaningful Use requirements (which results in system slowness, and data loss more often than not), the company should have taken the time to efficiently restructure and get rid of the 1950s Cobol programming, and make a clean change to SQL. Instead, they left the Cobol structure as is and simply added another layer of data to achieve mandated requirements.

Through and through, this company is rotten to the core. Pay is 20 - 30K/Annually less than competitors pay for comparable positions. This would be tolerable if the corporate culture was not one of lying, backstabbing, and a "do whatever it takes, even if that means unethical behavior" attitude. Middle management (particularly in Financial Software) is generally inept at management (with a few notable exceptions), having had no training or guidance in how to manage, because they got there one of two ways: Being the most aggressive suck-up, or backstabbing fellow employees to make themselves look better. Upper management views a promotion to middle management as a reward for either one one of those behaviors, particularly the back-stabbing variety (because they have proven that they will do whatever it takes, however unethical). Upper Management has generally been there since the beginning (or very early on), so there is a very pervasive "ivory tower" mentality among them; they view (and treat) anyone whose employee number is greater than 300 as a child they must babysit. They reward bad behavior (as mentioned above), they gossip about their underlings at their weekly meetings (including what they saw on Facebook or heard secondhand), and any dissenting opinion to their own or even questioning of their decisions (however reasonable and polite) is viewed as insubordination and will either result in a demotion, transfer to an undesirable position, or literally bullying you until you quit. Management doesn't seem to realize that this behavior is closer to bullying than management. The sales department frequently makes promises implementation can't keep, and in a few instances, they will flat out lie to make a sale. Of they will not be heard from again, and it is up to implementation to mitigate the damage done to the client. It's common for clients to implement the software, realize the mistake they've made, and move to a better system within a couple years. This company regularly reads your emails, records every one of your phone calls (and listens to a sampling of them on a regular basis), asks your fellow employees to spy on you and in some cases gather information about you outside of work, and spies on your social media. This is their prerogative of course, but be warned if you don't like to be micro-managed. It's as if management's sole focus at this company is to police their employees and punish them for every wrong they can (maybe they get bonuses for this?). Turnover is obscenely high. Management doesn't seem to care or see their behavior as a contributing factor of this; their standard operating procedure is just to hire another crop of journalism majors with no background in software or healthcare. The only ones who suffer as a result of this are the clients. For any clients out there who are wondering why you are having to train the support person you are talking to, this isn't because CPSI recently "expanded"; it's because every 6-8 months turnover is so bad they have to hire another 30 kids. This is they way it's always been, and the way it always will be.