Epic's Principles, Part 10

Epic's 13 principles
1. Do not go public.
2. Do not be acquired.
3. Expectations = reality.
4. Keep commitments.
5. Be frugal.
6. Have standards. Don't do deals.
7. Create innovative and helpful products.
8. Have fun with customers.
9. Follow processes. Find root causes. Fix processes.
10. Don't take on debt for operations, no matter how good the deal.
11. Focus on competency. Do not tolerate mediocrity. 
12. Teach philosophy and culture.
13. If you disagree, dissent. Once decided, support.

We've arrived at the final installment, and the one I'm least qualified to write about, as my tenure at Epic predates this principle.

Business books describing streamlined, high-functioning teams or companies generally agree that there is value in hearing all viewpoints regarding a given issue. Leaders don't always have the best view of what's happening on the ground, and smart leaders like to know if they're rapidly progressing to a cliff. Also, a team cannot be high-functioning if its members are working at cross purposes. Once the decision-makers have had their say, the team must unify their efforts. This is a sound business principle, and a good idea.

However, this requires that leaders be able to admit that they're wrong. I don't think Epic's leadership has that ability. Those stillborn ideas that I remember from staff meetings were never spoken of again, and no documentation existed in the first place. I can't imagine any of the power holders at Epic admitting that they thought developing a Farmville-esque Facebook game about healthy kids* was a good idea. For dissent to be valuable, leaders have to listen to it, and to listen to it means they have to acknowledge that they may be wrong. Epic's culture doesn't permit the rank and file to question authority.

I saw this article about the Pontiac Aztek, and it seems appropriate.

The 13th principle is a good goal, but I don't see how Epic can actually follow it--they'd have to change a lot about their culture and philosophy to make it happen. It's admirable that Epic has considered it, and that Epic is encouraging it (at least on paper), but I don't see their cultural inertia changing directions any time soon. On behalf of all current and future Epic employees, I'd love to be proved wrong here.


*I remember Judy talking about this idea several times over a period of a couple months.

The Purpose of This Blog

This blog is intended as a resource for former- and soon-to-be-former Epic Systems Corporation employees. Having been recently fired from Epic myself, I scoured the Web, turning over every stone Google could show me in an effort to find information about what ex-Epic employees did during their non-compete year(s). I came up empty handed. In the true spirit of American Exceptionalism, I saw here an opportunity. This blog will attempt to fill the void in information and hopefully answer your questions and give you useful advice for putting your Epic skills to work in the real world.

Hopefully you'll see this blog the day you get your "It's not us, it's you" notification from your TL (team leader or boss for Non-Epic folks). Standard Epic operating procedure says that you'll have 6 weeks to complete or hand off any open projects; during this time you are free to look for your next job. Epic will probably ask you to resign. This will get listed as a "voluntary turnover" on their ledgers, which looks a lot better than involuntary turnover rates.

Every bit of advice you've probably heard up to this point in your career says that it is better to resign than to be fired. Like many things, Epic defies the norms here. Epic skills are in high demand everywhere in the country. The day you put your resume on Monster or Dice, you will get phone calls and emails asking you when your non-compete is up so someone (hospital or consulting firm) can hire you.

When your TL asks you for the your resignation, make him wait. If you find a new job within the 6 weeks, resign. If you don't, make them fire you. Every recruiting firm in the nation has dealt with Epic; they know the culture. They know that even though you were fired, it's through no fault of your own and it's just Epic's way.

First takeaway point: Don't resign. Until you have an exit strategy, don't resign. Once you have an out, by all means, get out. But if you don't find a job in the 6 week probationary period, make Epic fire you. This will come in handy later, if you need unemployment benefits, Badgercare, food stamps, etc.

That's a wrap for now. Subsequent articles will deal with maximizing your job search, spreading your network, and finding meaningful work that doesn't violate the non-compete. If I figure out how to get the non-compete overturned or voided, that information will be given to you ASAP.

If you have specific questions, leave a comment. I'll moderate them, so don't be surprised when they don't show up immediately. I'm posting as Anonymous TheAdministrator so I don't get blacklisted. I don't know for sure if Epic does that, but I'm not taking any chances. That being said, I can point you to resources on LinkedIn--just leave your name/email address in the comments (which I alone moderate) and I'll send you an invitation to join my network. Your personal info won't display anywhere on my blog. Good luck in your job search.