Doctor Evidence Reviews

Other reviews do a great job explaining the cons of Doctor Evidence, so I'll supply a few anecdotes surrounding how people exit the company. - The first Employee of the Month quit shortly after the award in favor of being unemployed. We're still jealous months later. - Latest Employee of the Month, lead trainer for new analysts, was fired (supposedly) because her fiance saw part of our software. The same software that she demoed to countless analyst interviewees. As part of her job. All without confidentiality agreements or any kind of vetting. The same software that we've been routinely encouraged by a senior staff member to "show friends at parties." The company's trying to grow very rapidly, yet they fired our lead trainer during this critical time for something we're encouraged to do. - Senior staff member was promoted to VP, applauded for getting us a huge contract, then vanished without a word from management. This is not unusual. - Member on another team was fired. An email was sent informing the whole office before she even left her desk. Definition of awkward. - Analyst turn-over is high in general due to going to med school or the like. Some analysts gave notice during a bit of a lull in production needs and were let go on the spot. Then anyone even thinking of leaving was invited by management to just go ahead and quit. Now we're scared to even give an hint we might be considering leaving for fear of just being fired anyway. - Management stopped doing exit interviews for analysts because they kept hearing the same negative things. Things they kept hearing because nothing changed.

Yes there is an "open door" policy. Regardless, employees who have been working there (the longtime proficient people) are afraid to say anything because no change will come from sticking their necks out for the company's sake. Employee mentality is not unified with that of the company or upper management because they continually fail at gaining our trust or earning our respect. Upper management would definitely benefit from leadership and public speaking courses. Most of their messages come across as unprofessional, patronizing and/or ignorant regardless of intent. Managements' response has continually been more of the same - that employees are valued, that promotions will happen in time, and that quality & efficiency are both important. However what management says isn't evident in practice. Most employees are not only undervalued they are wholly underutilized. On the other hand, you have the few employees who are severely overworked. Job responsibilities and wealth of knowledge are not evenly distributed (there are employees with graduate degrees working side by side with fresh undergraduates). You have employees who remain confused about what association measures are. Aren't we all about turning data into knowledge? Apparently not. The promotion and "peer-nominated" employee of the month processes are bogus. The VP has clear favorites, shutting out advice from employees who might have valuable insight. Quality and efficiency are clearly not important because you have employees that are continually able to get away with slacking. What incentive is there to remain competent when the idiot sitting next to you is pulling in the same pitiful salary? Good employees will keep leaving; management should be thankful they had any to begin with.