More talented people let go. Management lacks leadership and direction. High client fees and company does not know how to compete with innovative clients. Anyone who is talented is looking for other opportunities. Those that will be left are just trying to ride it out until they can retire. Very clique oriented and evaluated on who you are friendly with rather than your contribution and value.
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Continuous downsizing of this company. No talent left! Unfortunately the shareholders haven't figured out it's the top that needs to be eliminated! Other companies are hiring everyone let go from Huron. Word is out on the street-Huron is a bust. No strategy no value. High prices and high overhead.
Another layoff and nothing look good for the future. If you haven't gotten out please turn off the light! This company is going no where fast!
So changing the logo and refreshing the website will steer us towards growth????????????? How much BS do we have to digest? God!!!!!!!!!! Why do executives and their cronies get paid so much for churning out this type of crap?
After attending healthcare meeting in Texas it is evident this practice is doomed. No experienced personnel left that can contribute knowledge to a project. RFP responses are fabricated based on the past. Clients will start asking if Huron's current employee base has any experience. Everyone in this company is miserable and looking for other opportunities. Those with talent are getting out if they haven't already.
We can vent as much as we want. Nothing is going to change!!!!! Sorry to be the party p--per. This is Huron's corporate culture. As long as leadership is incentivized to manage P&L by downsizing, nothing will change. Current model is if revenue is low then cut people to keep operating margin constant. VP, MDs, SDs all get significant bonuses from that! The only goal is to get the stock price up and sell the share to pocket some cash. Look at the history of this company since it's inception.
If an activist investor buys the company and blows it up, meaning enforce a mass resignation of VP, MDs, SDs, may be there is some hope, as small incremental changes and leadership's lip service are not working. It requires radical action taking. Did you notice how the workload of analysts and associates increased? They are doing all the heavy lifting. Did their bonuses got substantially bigger too? No. The risk and reward is disproportionate and growing in that direction. You will be promoted or rewarded as long as you s--- up to everything your manager or project lead demands!
Most clients in healthcare had been through prior consulting engagements from various firms, and they know what works and what does not. They are looking for customized services and offerings, not another cookie cutter tool they have to purchase with the Huron engagement. And clients also have the ability to separate sales pitch by Huron project leads from actual personalized "how to" models that could be sustained in client's environment. Our healthcare leadership and project leads on the other hand is focused on data so that we can populate the tool and create a database. Leadership thinks this helps them with not relying on SMEs. There is a disconnect between data gathering and data interpretation and lack of understanding what process deficiencies exist.
A tool does not solve problem for the client. It brings revenue to Huron. Most clients are figuring out that the hard way. Clients already have too many tools. And yet they could not solve their problems and hired Huron or any other consulting firm. So guess what happens next? No further healthcare project or extension to Huron.
I left the company before I was downsized. Basically no experienced people with subject experience and knowledge left. Huron is relying on nurses and college grads to use a model toolkit to advise the clients. It's a cookie cutter way of business with clients being made to fit. Leadership has spent so much time trying to right the ship with team work groups that everything is a school exercise. They continue to hire upper leadership and basically they are not selling. Costs are too high. Too many people on site and continue to spend dollars on assessments that do not pay off
best decision of my life to leave. the logic is to keep SME's on board so they don't go elsewhere and lie to tell them they are needed but to wait "a contract is being signed", "proposals are on the street in never seen proportions". I could've waited to be laid off but I took the high road. Life is now good and I can pursue my life goals versus being on their hamster treadmil
The root of the problems at Huron is leadership is not competent. All subject matter experts have left or been layed off. Clients are more competent than the consultants.
Huron leadership believes if they keep talking it must be true. Unfortunately this is not the case.
Leadership is disconnected within this company. They have no idea what is involved in the engagements they have. No clear picture of how to move forward. Each month managers, directors, and senior leaders leaving. Continue to recruit non experienced people. On all phone calls with leadership appears they are being managed by their own management team. Absolutely no confidence in Gordon Mountford. He seems to be out to lunch. He is always curious as to what is going on. Seems to have no interaction with clients, leadership or employees. This is the prime example of a company going down and no one speaks honestly. Proven leaders fear for their jobs so they do not speak up. No answers appears to be the motto within the company. Bottom line the leaders do not want changes because it affects their pockets. All for one and one for one here at Huron!
Interviews for the latest batch of recruitments in healthcare segment are geared towards hiring excel junkies! Trying to hire people who like to sit in the team room only looking at data, and not develop the most crucial consulting skill i.e. relationship building with the client. Also hiring for junior positions gives leadership some temporary relief, as these new hires will not do anything to expose them or challenge their approach. It is amazing to see project leads who are running the show in healthcare. The project leads did not earn the trust of the clients in most cases. No wonder projects are not renewed and pipeline is meager!
Huron is not winning many of the engagements that are out there. Being forced to do things "differently". They have too much overhead with people sitting in team rooms working on data. A third of the day is spent deciding on their menu choices. High expenses for clients. Lack expertise in many areas, poor internal tools, and company is manipulating numbers to show growth. Revenue is due to selling off subsets of company and purchasing others. Company has had 2 major layoffs in healthcare and keeping the true picture hidden. For those affected in the future demand letter from HR of company down sizing. You will find potential employers are being told Layoffs due to performance regarding long time employees. Best to leave this company. Leadership is relatively new and no one is selling.
Is it just Gordon Mountford or the MDs and SDs equally lack empathy? They don't know how to manage employee relationships and client relationships. Clients do not like their attitude, as a result Huron does not get more business from existing clients.
Evidently Huron is laying off their long time employees in order to purchase new companies and their employees. This is the New effort to correct revenue shortfall for first half of the year. This company continues to go through all the motions but cannot generate employee engagement. Bottom line employees do not trust leadership, specifically in Healthcare. Don't think Gordon Mountford will be able to recover from the inept way and crass comments he delivered after the second lay off.
More and more experienced people leaving. Huron does not know how to do business differently although that is all they talk about.
More and more people leaving this company. They will not have additional layoffs because there will be no employees left! Everyone leaving for other opportunities and going to other firms. Vizient, Navigant, and Premier cleaning up on getting good employees. Those that are left having to work 60 hours week while only posting 40 because of the utilization policy here. No growth, no advancement, and no experienced hires left. Only old timers hanging on to their old ways and all new MD's trying to direct a company they know nothing about. Supposedly the leadership conference will re energize everyone. No trust no loyalty. Very depressing. Other firm's pipelines must be great because they are hiring Huron people.
Do anyone know for sure how our competitors like Advisory Board, Navigant, Prism, Premier, Parallon are doing in the healthcare practice? Are their pipeline growing or flat as Huron's?
There is no sense of job stability with this company as there are no performance metrics used to evaluate job performance. Your job is dependent on who you know. Very clique oriented culture and those in leadership levels protect their friends. Good people are laid off and then Huron comes back to them to work as independent contractors. They need their experience and knowledge but do not want to pay them benefits. Pipeline is non existent and there seems to be fewer clients who actually purchase. Everyone I know is looking for other work and there is no confidence in leadership. Do not expect to be recognized for any work you have done.
No morals, no integrity, no leadership, no employee engagement, no structure, no career plan, no collaboration, no plan, no work! Pretty much sums up this place.
This company continues to hire MD's in effort to correct their problems........which is one of their problems! They do not have any respect for subject matter experts and are going to a generic model as they no longer have employees with hospital work experience. They let them go in favor of the Huron trained college graduate. This company has no tools but relies on home grown spreadsheets. No real time analytics, and then they can't figure out why clients aren't interested in purchasing the tool they are trying to sell.
This company needs to go back to the basics. A consultant needs to have experience doing the work! That means within the health industry! Within this company an experienced healthcare professional with 20 years experience has the same title as a college grad who has worked for Huron for 3 to 5 years. When the company needs to reduce overhead they get rid of the seasoned professionals.
Clients, who do you want to trust advising you on the changes needed within your organization? People who have lived and worked within the healthcare market- or someone who is using a toolkit provided to them?
Huron Leadership never follows through on anything and never listens to anyone expect themselves. Top heavy. Huron is over priced consulting firm and is using inexpericed cheap labor for engagements. They layoff and rehire the next day less costly staff.
There is nothing that has been written that I disagree with. The difference between Huron and other consulting firms these days is the difference between writing a book report and those who write the book. Huron is trying to write the book reports! Unfortunately clients are figuring this out also.
This is a company where everyone is out for themself. No teamwork and no collaboration between solutions. People were laid off, leadership says business as usual and promotions will happen because people were laid off! It is cannabalism within one business. Huron has definitely never heard the motto all for one and one for all. Employee engagement and morale is a zero. People within the company do not trust one another. Horrible work environment.
The real problem with the model Huron is using is desperate people are willing to do desperate things. Until this company can objectively look at their problems the company will continue to function as cut throat, every man for himself type of organization. There is no team, collaboration does not exist, and a client gets the benefit of who has been assigned to their engagement rather than the experience of Huron as a whole. The model is working with regards to paying less for their employees but the culture is not beneficial to the organization. Each week goodbye emails are received from good experienced people.
I know few folks, who were laid off from other various consulting organizations - small, medium, large, got jobs recently at Huron at lower levels i.e. principals or senior directors from other organizations joined as managers in Huron's healthcare practice. So Huron's model actually works, and it works very well in terms of project ROI etc. Huron can always find experienced people who lost jobs and were desperate for a jobs to join Huron at lower levels with lower salaries. If you look at LinkedIn or other job boards, Huron keeps jobs posted for months. Their recruiters are constantly cold calling subject matter experts, and trying to find desperate job seekers who would join at a lower level with a lower salary. This is a new HR strategy that is working for Huron. You would be amazed to find the number of people these recruiters call. I know all these for facts as I have several contacts who mentioned getting unsolicited calls from Huron recruiters, some even multiple times in the past year, with request for their salary information to see if they fit Huron's job category profile and salary range. The bottom line is - it is not just associates and fresh graduates who are recruited by Huron, a decent amount of seasoned professionals / subject matter experts are also recruited by Huron, may be instead of 4 laid off Directors, now they have 3 Managers. Again, there are enough number of desperate jobless subject matter experts willing to join Huron. Gordon and other leaders are pretty smart in that way. Trust me.
The comment about the healthcare pricing model and Aeos is so spot on. Pharmacy solutions group was building out a Synergy tool which ended up a real 'dud'. no one wants to admit failure but its right under their noses. Healthcare is resdesigning itself into a multifaceted group not knowing which direction they should go. all the while lying to personnel still on board. (but the majority see right through it and are putting resumes on the street). bonuses were pathetic in march 2016. Gordon- you can fool some of the employees only some of the time but once there's an awakening aka now, the party's over
Does anyone find it strange that the practice hit the hardest with the greatest number of employees laid off is still hiring new employees? Isn't this illegal in a RIF? Are you allowed to lay off higher paid older long term employees and be hiring younger lower paid individuals to replace them? Hiron has been in trouble with the SEC regarding pay practices.....look out labor board!!!! Is anyone running this company?
Employees have absolutely no confidence in leadership. Old business model with high margins does not allow Huron to compete in market. Client billable hour model is cost prohibitive and other firms offering expertise for less. Huron can no longer ride on its name recognition. This last layoff clearly indicates there was no criteria used for Employee selection other than friends. Individuals with high billable hours were let go while those with low billable hours remain. Mediocrity is the new normal. Sales team has not sold an engagement in the past year. There is no work in the pipeline so majority employees are looking for other options. Those not are in denial. Leadership needs to be totally revamped beginning with Gordon Mountford.
I agree with all that has been posted. For the record, I left prior to the RIF, as did many other experienced staff, because I had zero confidence in the leadership. Gordon is not only a pitiful leader but he's also a pitiful man. He doesn't care about the staff OR the client. He cares about himself. They have people like that Connie person leading a clinical practice even though she has zero experience in clinical consulting and has never sold a project. The death rattle grown louder for Huron every day.
This company has always relied on hiring cheap college grads and supplying them with toolkits to 'consult' clients and it will eventually catch up with them as competitors hire the subject matter experts they've lost. Their technology solutions have failed to hit the mark with the Aeos software failing to utilize relevant framework (built on Silverlight!). In addition to downloadbesttorrentblog.rus, 2 Senior Directors have left the company. This should be taken as a sign that the tides are turning and the Healthcare area is no longer riding the wave they've seen in the past 5 years.
There is too much management still on the Healthcare side with Team Leads and Managers often fulfilling the same duties (think Office Space and TPS reports) with no one really being accountable for anything. Employees are treated as interchangeable parts of a machine with no regard for expertise and client specific knowledge. Expect clients to start looking for better (and modern) revenue cycle solutions once they discover how flawed Huron is.
in addition to promotions based on longevity and you add in those analysts, associates and managers that say "promote me or I walk" you have a sad situation. Managind Directors have caved into the "promote me or I walk" rhetoric for years and it only gives then a year or two before the person quits with a nice resume. Promotion based on qualifications is becomming nonexistent & Healthcare clients are very skeptical about Huron based on what their experiences have been and what the competition is saying. Deloitte, Vizient, Pathstone, Prism, Navigant, are all doing well maintaining the client relationship.
Huron may be able to advise clients but is unable to restructure itself. All changes (elimination of staff) occur at the bench level and they continually hire new leadership at the upper level in a last ditch effort to change their practice. The right hand does not know what the left hand is doing and leadership is protecting themselves. Huron no longer has expertise in many areas but relies on inexperienced business majors to use the toolkits created by subject matter experts who are no longer with the company to deliver recommendations. A client does not want to pay for this model and has no confidence in the scripted information being delivered. Recommendation: Hire leadership at the top who are in touch with the client's environment and challenges, reassess your leadership model and stop promoting based on how many years employee has been with the company- a performance based model would be a new concept, and actually implement change instead of only talk about change. Wake up. Leadership must take responsibility for the current situation this company is in and it is shaky. The consulting world knows and is betting on how much life is left in this organization. Right now Huron resembles The Walking Dead.
Ironic that the practice continued to hire between January and May of 2016 after going through layoffs in October 2015. Gordon Mountford and other leadership can continue to send out practice-wide emails with a bunch of fluff, but there is no hiding the deep-rooted issues within this company. Mediocrity will only get worse.
the various solution groups making up healthcare are being absorbed into clinical integrated projects. There seems to be more value in implementing EVS services then clinical drug formulary changes and CDM maintenance. Huron's model of consulting is too expensive in this competitive environment and the SME's that have left over the last 1.5 years are in direct competition for the same Huron Prospects. Discounting the Huron rates only leaves analysts and associates to maintain the client relationships and perform implementation functions. this model won't work
Does anyone know whether Huron is quitting healthcare labor practice? How many employees are left in this labor practice area post layoff? Your response is much appreciated.
In the last 6 months leadership has realigned solution teams in an effort to fix their business. Unfortunately the effort has all been on paper rather than making actual changes at the work level. Gordon Mountford keeps harping on the ability to listen to clients where as leadership fails to listen to the employees delivering results. Huron has evolved into the how cheap can we do this and how much can we charge model. The same day 60 experienced people are let go we are told business as usual and the clients don't need to know. Seriously???? Gordon, listen to your employees. We have lost all confidence in leadership in this company. You are clueless and the efforts at restructuring are NOT working. Anyone with talent is looking to leave this organization. Two layoffs within 12 months and lying to the clients is not a good business model. Remember the pillars of integrity??? Seems like leadership have lost the plot!!!
Wellspring was a company that built a successful business on having very experienced subject matter experts who worked collaboratively with the client to identify and implement process improvements that would have positive impact to the bottom line. Then Huron stepped in and the priority became " how cheap can we do this". The experienced subject matter experts (SMEs) were told to work with new college grads and teach them what they knew so that the new grad could do the work, also known as the leverage model. You can't teach a 23 year old new grad what you learn in 30 plus years in nursing, especially since the largest majority of the new grads haven't stepped into a hospital, let alone worked in one. Huron lost site of what built their business, delivering what the client paid for and deserved. I do not see a positive future for Huron unless they make changes at the top. Laying off the experienced workers and not making changes at the top will only add to their woes. Huron still has some very experienced knowledgeable staff working for them - Why, they are still there puzzles me; however, if Huron doesn't make leadership changes and start appreciating and supporting their subject matter experts, their future will continue to decline and their future will not be pretty.
i resigned prior to this layoff & agree with every comment on the board. If you put the client first vs "a sale", things will fall into place. for the last 15 months existing clients are seeing through Huron's "consulting" strategy and the "upsell" to appease management. Huron does not have the sr. leadership support at the hospital clients that they portray. It's over. Many individuals in Healthcare group are looking for other opportunities on the outside. If June promotions are not given out, August will be a mass exodus of those 2-4 year analysts and associates also.
Ditto x 10 to all previous comments! And, the arrogance of the leadership team is totally beyond comprehension. It is shameful. While clients have learned the hard way, the word is out on the street and the trending results are evident. The only silver lining is that their Experienced Consultants are top notch and available to recruit. I am going to hire a few for my health system. We will set realistic targets and achieve results at a fraction of the cost.
The VP, Gordon Mountford, brought up how bonuses can be funded with downloadbesttorrentblog.rus implemented...the same day people were laid off!! Very insensitive leadership that doesn't care about its people.
Long term employees are advising their friends to be looking for other employment as the situation is worse than Huron is even acknowledging. There is no pipeline and budgets will not be made. Leadership only cares about making their numbers and does not have the foresight to see how their decisions are destroying this company. Too top heavy in upper management positions, structure is archaic, no synergy between work solutions, and no leadership that is in touch with today's business. Doomed to fail.