Depends on the group you work in but most are sub-par - Recensione dipendente - Senior IT Analyst presso Duke Health

2,0
25 dic 2012
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Excellent work/life balance and retirement benefits. If you're in a solid, well-respected group, management will have your back. Lots of good employees want to affect change.

Svantaggi

Highly siloed. Communication across groups is pitiful. There are no consequences for doing a terrible job or being unresponsive. Lots of infrastructure groups are very slow to respond to internal support needs and just don't seem to care whether or not they do their job correctly. No career growth. There's nowhere to go as a senior IT employee except into management. If you want tech opportunities, there are very few. Laughable education budget. Minimal technical training for IT staff. Lots of dead wood. Many long time employees coasting to retirement. Intelligence of staff is sub-par. For most, it's just a job, not a career. Employees who want career advancement and look for new challenges are met with roadblock after roadblock so it becomes a losing battle.

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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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