Undervalues employees. Good opportunities to develop your resume/CV, though. - Postdoctoral Associate bei Duke Health: Mitarbeiterbewertung

1.0
15. Aug. 2013
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CEO-Befürwortung
Geschäftsprognose

Pros

Opportunities to work on different, very cool projects. Lots of interesting collaborators and collaboration opportunities. Some DUMC employees complain about poor work-ilfe balance and incredible pressure to work around the clock, but I didn't experience this. I found that work-life balance was completely manageable.

Kontras

At the time I worked there, Duke seemed to feel that employees should be honored and grateful to work at the Duke University Medical Center (DUMC), and that efforts to create a hospitable working environment were unnecessary. There was a lot of talk about going the extra mile to offer excellent patient care, but Duke itself was extremely self-serving in its policies with employees. For example, I worked in a building that had free but unlit parking, which always felt a little sketchy after dark. Duke told us that it would install lighting in the parking lot, but in exchange, it would begin charging us to park in the lot. I suppose this makes good business sense, but it also made it clear that Duke's bottom line was more important than employee safety. It was incumbent upon us to cover our own costs - Duke didn't seem to feel that these kinds of expenses were built into its profit margin. Another con is poor health benefits (my memory is that the Duke health insurance mostly covered visits to other Duke providers, so it was hard to be seen outside the system).

Mehr Bewertungen zu Duke Health entdecken

5.0
16. Juni 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Scheduling is quite flexible working 3 12s

Kontras

Holiday pay is only for major holidays not Christmas Eve

1.0
23. Juni 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

The work is meaningful and the team consists of some highly skilled professionals who are dedicated to supporting patients, providers, and the organization. The role provides exposure to complex issues and opportunities for professional growth.

Kontras

The department suffers from significant leadership and culture challenges. Employees are hired as experienced professionals but are given little autonomy to perform the work they were hired to do. Leadership frequently inserts itself into routine matters, creating unnecessary delays and fostering a culture of micromanagement rather than trust. Communication is inconsistent and often lacks accountability. Important decisions and changes are frequently communicated verbally without written follow-up, creating confusion and shifting expectations. Employees are expected to remember evolving guidance, identify leadership mistakes, and compensate for communication failures. There is a noticeable gap between leadership messaging and employee experience. Work-life balance, employee engagement, and professional respect are regularly discussed, but many employees do not experience those values in practice. Concerns raised by employees do not appear to result in meaningful change, contributing to low morale and diminished trust in leadership. Leadership often responds to issues by implementing department-wide restrictions rather than addressing the specific individuals or situations involved. As a result, high-performing employees are subjected to increasing oversight and reduced autonomy because leadership is unwilling to address performance concerns directly. Turnover, employee dissatisfaction, and leadership credibility have been ongoing concerns. The department would benefit from leaders who are willing to listen, communicate transparently, accept accountability, and trust the expertise of the professionals they supervise.

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