Good Place to Work, Nice Salary, Mediocre Medical (ironic) - Instructional Designer Atrium Health Employee Review

4.0
17 Dec 2018
Recommend
CEO approval
Business outlook

Pros

Everyone who works here is friendly enough and willing to help out. Flexible scheduling for some roles and possible work at home part-time. Starting salary was higher than anticipated along with timely interview process. Great dental, vision, HSA and 401(k) matching by the company. One of the better corporate environment jobs I have worked at.

Cons

Mediocre Medical Plan - How can a medical provider give its employees a high deductible plan owned by their company and pretty much require use of their facilities or pay high out-of-network fees? Going to their competitor Novant is a big no-no, and they are not covered as in-network even though medical provider states it is in-network for the rest of the plans. You don't really get much of a discount on the Atrium services either (plus their lower than normal 75/25 plan). Premiums for the benefits are high for the employee part as well. Atrium only pays around 30 to 40% of the overall premium per their own literature. PTO is figured in for everyone as if your position is a nurse or doctor, even if you work in a cubicle/office. You must use PTO for holidays, which I have never experienced in any setting. They do provide extra time per pay period to make up for it, but you get nothing to begin with (so don't join the company around the Thanksgiving/Christmas holidays unless you like to start off with tons of negative time). Salary employees are treated like hourly employees. Internet connections in the office are slower than dial-up most of the time and cause excessive waste of time. Seems there are too many programs or services that do similar processes.

Explore other reviews about Atrium Health

5.0
27 May 2026
Recommend
CEO approval
Business outlook

Pros

Good benefits, work life balance

Cons

have to use PTO for holidays

1
2.0
21 June 2026
Recommend
CEO approval
Business outlook

Pros

I spent many years in outpatient rehabilitation and saw firsthand how much meaningful patient care can happen when clinicians are empowered. Earlier in my tenure, there were real opportunities for growth, mentorship and professional development. The team was collaborative and deeply committed to patients, and support staff worked hard under challenging circumstances. Those are strengths worth acknowledging.

Cons

As leadership changed, the culture around performance and advancement shifted. Over time I felt that institutional memory, specialty expertise and long‑term contributions were not valued consistently. Promotion practices seemed opaque, and I saw clinicians with substantially less experience and questionable communication acumen move into roles without clear explanations. Most importantly, I experienced increasing friction between high performers and leaders whose roles felt more performative than grounded in clinical or operational expertise. That tension appeared to be tolerated by the institution. Questions about decisions were discouraged, and requests for discussion went unanswered—even when they came from people with decades of service and a record of strong outcomes. After years of above‑average performance reviews, the feedback I received near the end of my tenure seemed inconsistent with my record and, in my view, hypocritical. This sudden shift in narrative felt like a mechanism to justify decisions already made rather than an honest assessment. For clinicians who invest deeply in their programs and relationships, contradictory or last‑minute feedback is demoralizing and undermines trust in the review process. Although department leaders appear to view themselves as emotionally intelligent, my experience was quite different: they delivered polished, stoic performances but did not exhibit the empathy, listening, or unbiased 360 assessment skills that clinicians need from leadership. That disconnect was another source of friction between high performers and management.

1
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