Nursing Assistant more like slave - Nurse Aide Duke Health Employee Review

1.0
15 Oct 2018
Recommend
CEO approval
Business outlook

Pros

I have a really great manager who actually cares and most of my coworkers are exceptional at their jobs. Good chocolate chip cookies in cafeteria.

Cons

Unreliable schedule and therefore income, understaffed to the point where it is dangerous for patients because we cannot get to everyone quickly enough, horrifying lack of teamwork, I feel more like a slave than a valued employee and am quickly becoming burned out and apathetic, management and company give facade of caring and wanting to help us grow professionally but I am beginning to feel like this is all talk to recruit employees and there is little meaningful follow through... example, employees are required to attend "cultural diversity training" yet nurse aides are barely paid a livable wage and work in less than ideal conditions, mind you 1/3 of NAs are non Caucasian and 90 percent are women. Practice what you preach Duke!

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Duke Health Response
7y
Thank you for your feedback. We are sorry to hear about your experience and will escalate your concerns to our leadership. While we have made increases to our minimum salary for several years we understand there may be other concerns you brought forward to consider. I encourage you to partner with your manager to help make positive changes.

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5.0
2 Jul 2026
Recommend
CEO approval
Business outlook

Pros

Great place to work! Excellent benefits, competitive pay, opportunities for growth.

Cons

Parking is expensive and sometimes far from campus.

1.0
23 Jun 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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