Epic Systems

Benefits, great coworkers, and work that feels like it has an impact at times.

Lack of accommodations for disabled employees; pressure to work long hours; many managers lack either product management skills or people management skills but are expected to do both; unfriendly worker practices related to COVID-19, labor unions, and mandatory arbitration; decisions are often made by managers that are out of touch with what is going on below them; frequent gaslighting.

Involve more people in the decision-making process rather than having a small group decide things and then telling everyone else to agree.

Give more people an opportunity to dissent and offer suggestions early on by involving them in the decision-making process.

Gather more feedback from employees and take it seriously. It is outrageous, with how much drama there is regarding COVID-19 policies, that the COVID-19 group has not surveyed employees on their opinions regarding the policies, and emails to the group expressing concerns have not been responded to. A more active effort is needed by management to get employee feedback outside of the once-yearly "Life at Epic" survey.

Surround yourself with people that are not afraid to dissent and vocalize their concerns. It will not be good for the long-term success of Epic if those in leadership positions are all "yes-men," yet it seems like that is where things are headed with recent voluntary and involuntary turnover. Having people who will sound the alarm when something is going wrong will prevent terrible decisions from being made.

Consider external hires for certain situations. It is bizarre that all product leads are developers who have no formal training in being a product lead. It would be better to have people with experience leading a product in that role rather than promoting someone based on a completely unrelated set of skills. Epic would also benefit from a Chief Diversity Officer with experience beyond Epic.