Customer service Specialist - Customer Service Specialist bei Duke Energy: Mitarbeiterbewertung

2.0
31. Jan. 2018
Empfehlen
CEO-Befürwortung
Geschäftsprognose

Pros

Co-workers are awesome, the pay is awesome, free food sometimes. Get the opportunity to make extra money selling certain products within a call. Bonuses quarterly and yearly .

Kontras

Mandatory OT like every single Monday , random OT on short notice. Schedules on your day off because it’s Mandatory .Shift bids every year so your schedule changes every year, so definitely not a good place to work if you have children. Have to come into work Especially during storms (hurricanes,snowstorms) , you do get the option for hotel stay paid by Duke. Just really long unnecessary hours half the time. If I didn’t have small kids I wouldn’t be complaining because who doesn’t like a nice looking check. But basically you’ll be paying rent but technically not live there because you’ll live at Duke Energy: The CEO got a nice raise but our office in Raleigh is run down , vending machines always taking our money, old computers, computer systems always down, website always down, phone payment system always down which causes high call volume.. Man, I can go on ...but I’ll stop now.

Mehr Bewertungen zu Duke Energy entdecken

5.0
27. Apr. 2026
Empfehlen
CEO-Befürwortung
Geschäftsprognose

Pros

Keep in mind this is in the eyes of an intern but: - employees are friendly and willing to help if asked - lots of learning opportunity - projects in which you can apply what you learned - lenient WFH

Kontras

- the quality of your project can be dependent on which team you are on and your mentor guiding you

3.0
15. Mai 2026
Empfehlen
CEO-Befürwortung
Geschäftsprognose

Pros

Strong job stability in a regulated utility environment, along with competitive pay and solid benefits package. My immediate team is genuinely supportive and collaborative — we work well together and have each other's backs. The work itself offers a sense of purpose given the essential nature of the industry.

Kontras

Upper management operates with limited transparency and decisions flow strictly top-down, with little visibility into the reasoning behind strategic choices. The compensation structure does not differentiate for high performers — annual raises tend to land at or below inflation. Work groups across the department are heavily siloed, which limits cross-functional collaboration and slows knowledge sharing and adds frustration.

Bewertungen anzeigen nach: Hilfreich|Sterne|Datum|Alle