Duke IT in Decline - Senior Analyst bei Duke Health: Mitarbeiterbewertung

1,0
7. Sep. 2008
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CEO-Befürwortung
Geschäftsprognose

Pros

Durham is actually an interesting place to live. Duke is a major employer in the area, so if you want to live in Durham, Duke is an option. The campus, chapel, gardens are beautiful and the software developers with whom I work are good, solid people. Knowing that you're a part of an organization that saves lives and does such remarkable research is also quite motivating.

Kontras

I was whole-heartedly loyal to Duke for the first 5 years. I loved it; enjoyed the creative work, respected my colleagues, and was proud to be part of a world-class organization. It started changing around 2002 when the environment gradually became cold and distrustful. Employees began to feel disrespected and became notably less enthusiastic . Moral dropped when the team moved into a cold, corporate office building where upper mgt took the top floor and redecorated lavishly, putting workers in cubes and doubled up in plastic walled, window-less offices. Puzzling decision by upper management. Million dollar investments are made buying astonishingly poor software systems, despite recommendations from committees who investigated alternatives. Not only is there a lack of vision/inspiration from the leaders, but their actions and comments indicate that vision/inspiration is not valued. For most groups, progressive concepts are not considered (though there are some exceptions - a few good groups - mostly in the School of Medicine). It's sad - like watching someone you love decline in health.

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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