New nursing graduate recruited by Duke - gone in 6 weeks - werkgeversreview Clinical Nurse I bij Duke Health

1,0
21 sep 2009
Aanbevelen
Goedkeuring directeur
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Pluspunten

I relocated from another state after receiving my nursing license because I had heard great things about the opportunities to learn.

Minpunten

With all hospitals laying off nurses because of the economic downturn, Duke won't hesitate to kick you to the curb during the three month probation period. I learned alot, but one of the things I learned was NOT to make a huge committment to an impersonal organization like Duke. I moved from another state, obtained a NC nursing license, rented my townhouse elsewhere, leased an apartment 5 minutes from Duke, shipped or stored furniture and personal goods -- in short uprooted my life. I was told after just 6 weeks (I had hints at the end of 3 weeks) that hiring new nurses into my unit was an "experiment" and that they really needed nurses "with more mileage". I spite of their knowing how much I had uprooted myselt to accept their employment offer, the best they could do in terms of helping me to find an appropriate position elsewhere within the organization was to "check their web site". It has been a nightmare. I forfited the lease security deposit on my apartment, am living with a friend's parents while looking for a job ANYWHERE in North Carolina. Most hospitals are laying nurses off, so I have applied for over 40 positions and gotten not even a nibble. Not only did it cost me financially and emotionally - but also in terms of finding other openings for new grads. For example, in July there were some nurse residency opportunities in some area hospitals. these programs are now full.

Ontdek andere reviews over Duke Health

5,0
16 jun 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Scheduling is quite flexible working 3 12s

Minpunten

Holiday pay is only for major holidays not Christmas Eve

1,0
23 jun 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

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.

Minpunten

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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