CVS Health
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CVS Health Company Culture & Values
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's the company culture like at CVS Health?
Strengths in team support, mission pride, and a stated wellness focus are accompanied by persistent strains from staffing shortfalls, uneven organizational support, and perceived inequities. Together, these dynamics suggest a purpose-driven culture that can feel positive in well-supported teams but is inconsistently realized across roles and locations.
Positive Themes About CVS Health
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Collaborative & Supportive Culture: Teams are frequently described as collaborative with colleagues and leaders willing to help, and "collaboration" is the most positively discussed cultural value. Supportive managers and a sense of belonging within teams enable effective partnership on meaningful work.
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Recognition, Pride & Shared Success: A formal Heart At Work recognition program and a purpose-driven mission create pride and a sense that contributions matter. Many describe meaningful impact and appreciation from peers and leaders as energizing elements of the culture.
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People-First Culture: Well-being resources and an inclusive workplace are emphasized, including mental health tools via a Thrive partnership and comprehensive benefits to support employees. Diversity and inclusion initiatives and resources for growth signal intent to put people first.
Considerations About CVS Health
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Workload & Burnout: Understaffing, an extremely fast pace, and difficulty taking breaks are widely described, leading to stress and burnout in several roles, especially in retail pharmacy settings. Expectations are sometimes seen as unrealistic, with long hours and backlogs undermining work-life balance.
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Siloed or Unsupportive Culture: Insufficient support from corporate and poor management communication in certain departments are recurring concerns, alongside limited accountability for problematic coworkers. Operational issues like outdated technology and malfunctioning tools further strain frontline teams without adequate backing.
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Favoritism & Inequity: Compensation is often considered low relative to responsibilities, and some employees explicitly feel undervalued due to pay and benefits. Instances of favoritism and uneven growth opportunities contribute to perceptions of unfair treatment.
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