If you aim for mediocre... - Anonymous employee Banner Health Employee Review

1.0
20 Nov 2009
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Locations in the valley which are close to home. Benefits are comparable to other organizations. In general, coworkers are collegial.

Cons

I would reiterate what was said previously- management sucks. The system is based on cronyism, with promotion from within. There are way too many people who simply fill a job title and are either not qualified or lack serious vision, lack the intelligence and experience, and seem to be collecting a paycheck. Nobody can be removed from a management position barring an act of God. The mission statement is highly misleading, since roadblocks to providing excellent patient care are constantly put up by anyone at a management level. Too much passing the buck - nobody really makes a decision, it simply gets passed on to the next person, or corporate, or whomever. Corporate office makes decisions that affect patient care without really understanding what is going on in the facility. When you look at the "health system", why is it that there are not more health professionals (doctors and nurses) in management positions? It is all business people. That seems a strange way to run a medical business.

Explore other reviews about Banner Health

5.0
5 Dec 2025
Recommend
CEO approval
Business outlook

Pros

My leadership team is wonderful

Cons

Benefits could be better- better 401k match

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Banner Health Response
6mo
We appreciate you taking the time to leave a review. Thank you for being a Banner Health team member.
1.0
15 Jun 2026
Recommend
CEO approval
Business outlook

Pros

This review isn't about the pros of working for Banner Medical Group.

Cons

The last couple of years with BMG, many current and former leaders have encountered ongoing challenges related to the senior leadership team's (Ops Directors and above) behavior and accountability. Expectations and disciplinary actions are not applied consistently, and when disciplinary actions are applied, it is retaliatory for speaking up about these inconsistencies. This has created a culture of distrust and fear between the clinic leadership teams and Ops Directors/Senior Ops Directors. It also goes against Banner's "If you see something, say something" campaign. The HR team has also contributed to the growing fear and distrust by not following their own guidelines, and by the ERC's showing their bias against leaders through their tone of voice when talking with you, baseless accusations against leadership, and approving corrective actions that are vague and missing specific details of the incident that someone is being written up for. It also raises concerns amongst clinic leaders when multiple leaders bring forward the same concerns and issues about Ops Directors over a lengthy period of time and we're told, "we couldn't corroborate your concerns." And when multiple leaders provide ample evidence (Chronological Management Records, Teams chats, email chains, etc.) to disprove these false accusations and you're still placed into corrective action, the word corruption starts to become applicable.

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