unfair place to work, racist and favoritism oriented - Recensione dipendente - Database Administrator presso Duke Energy

1,0
27 ago 2013
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

if you have the ability to butter your way up, this is a perfect place for you.

Svantaggi

hmm let me see.... all my comments below obviously does not apply to all the people in management. also, it only applied to the IT part of the company. I have heard the other sectors of the company are very good. there are few, very few, actually very very few people in the IT part of duke energy that the below points do not apply to. 1.Racist 2.Unfair 3.Favoritism oriented 4.Just painful office politics. 5.Communist 6.pathetic 7.stupid management 8.stupid management selecting stupid successors for them 9.unequal work distribution 10.incorrect performance appraisal, since performance appraisal depends on how much do you kiss your manager's you know what. it really does not matter how good the quality of your abilities are. your education does not matter. your experience does not matter. your knowledge does not matter. if you dont know how to play the butt kissing game, you will bleed here. actually people of color dont even bother to work in the IT sector headed by AR Mullinax.

Esplora altre recensioni su Duke Energy

5,0
25 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

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

Svantaggi

Many departments are understaffed which leads to increased time pressure.

3,0
15 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

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.

Svantaggi

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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