RN (new grad) - Recensione dipendente - Registered Nurse presso Duke Health

2,0
18 set 2016
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

The name gets attention on a resume later on. Good, comprehensive new grad training on the unit where I worked.

Svantaggi

Yikes! If this were my first foray into the working world, I might have stayed here longer. But with some work experience and the savvy to look around, you notice quickly that the pay is terrible (even compared to other hospitals in this low-paying region for RNs); I started at $20.75 and would probably be making around $23ish base if I had stayed there for 2-3 years...inhumane rotating day/night shifts are common on inpatient units...ZERO employer contribution to a 401(k) unless you're in management or another salaried position, which is just stingy. And of course hospital nursing is difficult and sometimes dangerous work. Health insurance is reasonable - perfectly decent, I'd say, but not extraordinary, and not enough to compensate for the very real risk of getting hurt by a patient where I worked in the ED. Working conditions and management vary widely, of course, depending on your unit. But the institution overall is banking on the fancy name to attract nurses. The low pay must offset the high turnover in their business model. In the Emergency Dept, around 30% of the RN staff turned over in less than a year - people left for UNC, the VA, Rex, or back to their home cities as soon as they were able. I got to see a lot of interesting stuff, and I met great people, but overall I wish I would've looked elsewhere to start my nursing career.

Esplora altre recensioni su Duke Health

5,0
16 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Scheduling is quite flexible working 3 12s

Svantaggi

Holiday pay is only for major holidays not Christmas Eve

1,0
23 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

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.

Svantaggi

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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