Benefits that are hard to beat - Anonymous employee Duke Health Employee Review

3.0
9 July 2022
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

The benefits are the best I have found PTO builds pretty quickly and is most of the time approved Most departments allow you to make your schedule, might not always be what you want but it is a plus to be able to do that in most cases.

Cons

HR is quite slow during on-boarding ect. Management is laughable in several departments I have noticed. Unless you are a nurse the health system leads you to feel as if you are a nobody and easily replaceable. There are benefits nurses get that others don't. The biggest to me is the rate of pay raises, rate of incentive pay, the shift differentials and premium pay. Nurses get weekend differential starting on Friday where others do not until Saturday. Nurses also get paid for orienting and are ale to chose if they want to or not, where other staff are forced to with no compensation for doing so. Pay here is laughable, its as Duke feels you should be honored to work for them. There is exponential turnover and no one questions why so its as if they do not care and will just keep replacing people which takes a great deal of time.

Explore other reviews about Duke Health

5.0
16 June 2026
Recommend
CEO approval
Business outlook

Pros

Scheduling is quite flexible working 3 12s

Cons

Holiday pay is only for major holidays not Christmas Eve

1.0
23 June 2026
Recommend
CEO approval
Business outlook

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.

Cons

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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