There are a lot of pros to working at DocNetwork but there are some significant shortcomings as well. For a mid-sized software company, it still retains a lot of the startup "hustle culture". Team members are often rewarded for making their manager's jobs easier (and they should be!) but sometimes doing the right thing is actually the harder thing to do and not all managers respond well to disruptions regardless of how important or well-intended they might have been. Hustle culture tends to demand "If you see a problem, fix it" and that is generally rewarded unless the problem falls outside your scope or knowledge to fix. You then become a detractor and/or you may be criticized for not solving the problem. Many terminations in the last year have caught team members off guard.
DocNetwork does encourage professional growth; a modest personal development budget is made available to most team members to cover expenses related to learning materials and resources. However, professional growth seems to be more of an expectation for new(er) team members and only a few senior leaders invest in becoming better leaders/managers. Those that do may receive little recognition or reward for their accomplishments.
Hubris, unchecked biases, micromanagement, and shallow levels of trust are the mainstays of dysfunction that continue to have damaging repercussions on team member retention and morale.
Examples from the last year included clawing back PTO availability/usage for new team members, abandoning a professional development strategy for managers, deteriorating team engagement scores, selective enforcement of company policies and best practices, and compound challenges.
Not all line items on the job descriptions are allowed to be done by the person(s) in that role.
