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

2,0
31. Jän. 2018
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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.

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5,0
25. Juni 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Good work environment, with everyone willing to help you learn.

Kontras

Many departments are understaffed which leads to increased time pressure.

3,0
15. Mai 2026
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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.

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