Sunrise Medical Laboratories Employee Reviews for Lab Technician

What do you like about working at Sunrise Medical Laboratories?

"Very detail oriented; various duties to be fulfilled. Gives a good picture of the medical process outside the physician's clinic."

Do you have any tips for others interviewing with this company?

"As much as I can impart my observation- try it out and experience it for yourself. If my review does not match your perception- the company has improved for the better.In the meantime, keep your other options open."

What don't you like about working at Sunrise Medical Laboratories?

"Stated prior.Summary: Lack of motivation, lack of employee happiness (though most the other employees themselves are a diverse group of absolutely wonderful people whose potential cannot shine at work due to the current atmosphere).Somebody else stated factory assembly line. I wholeheartedly agree with that disposition."

What suggestions do you have for management?

"To be fair, there were several bosses of differing personalities and attributes. One of whom was obsessed with productivity to the point where he/she displaced his/her stress upon the people who worked underneath, effectively exacerbating a work environment that is inherently fast-paced with little to no room for error. In hindsight, I can only assume he/she was under pressure from another superior. The other supervisors were at least more accommodating, realizing that those of whom worked under them were also people with lives and responsibilities to balance.The turnover rate was very high during my employment at Sunrise. This is absolutely no surprise when one considers the diminished opportunities for advancement. The half hour break per 8 hour work day is inadequate (particularly for the busy night shift) for an intensive, repetitive job. The same applies to the whopping 15 minute break part-time employees can enjoy, in which the break has ended before the coffee has become cool enough to drink.Another factor that may push employees to continue their job search is lack of motivation, or lack of bonuses. Each employee processes 'X' number of tests/data/inquiries/etc., but the best employee and the worst employee still make the same pay check. There was once a time when an employee of the month (based on performance) would receive a bonus in the form of a gift card (only ~$25 but still significant) or something else. Even an incentive that's just this small can mean the difference between an employee who works hard, as opposed to one who works just hard enough not to get fired.I would like to illustrate this once more with the example of employee John- who works from 9am to 5pm. If John finishes all his work at 5pm and leaves, he earns a full day's pay (for that day in which he worked, rightfully so). If John works extra hard and finishes his work at 4pm and leaves, he is paid for the time in which he stayed at work (i.e. until 4pm). As demonstrated, John has effectively made less money in the latter scenario for leaving early, ignoring the actual productivity he exhibited. This strengthens the notion that working extra hard (beyond a minimum threshold of competency) is no better than maintaining the minimum level of performance and productivity. Happiness is a major factor in the workplace that I found had quickly diminished within our department, due in part to the features mentioned above. At some point in time, listening to music had been banned and would merit a write-up of any offending employee. What I want management to understand is that music is a way for people to take a mental break. Any demanding job will require some respite, other than the lunch break normally allotted. If an employee feels stressed or overworked, and cannot clear their mind, performance will suffer. It is my belief that listening to music was not allowed due to the possibility of an individual to become too distracted by it (e.g. loud volume). I recommend taking such individuals aside and informing them that music should be enjoyed within reasonable and productive limits. An entire department of diligent, loyal employees should not have to suffer because of any insensitivity or inability of management to address a particular concern, whether in a group or one-on-one meeting.In essence, I want to emphasize the importance of letting humans be human. This sounds like an extremely easy concept that is difficult to impinge upon, but people are most happy when they feel purpose, and can explore that within relatively reasonable bounds of freedom. If an employee truly feels happy at the workplace, their performance will increase, and they have the potential to spread that attitude to the workers of whom they interact.If such attitudes are not allowed to cultivate, inhibited by restrictive edicts, a dour environment pervades devoid of excellence- because why work your hardest when it's no better than working just hard enough not to get fired"