Just an ok company. - Recensione dipendente - Dipendente anonimo presso Duke Energy

3,0
29 ago 2013
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Top leadership does a great job communicating to employees. Very important given the company size. Great benefits, salaries, pension plan. Large, diverse Fortune 500 company. EXTREME company-wide emphasis on safety. Seriously!!! Don't get caught jaywalking outside during lunch because if they know you work for Duke, they will call you out if they catch you.

Svantaggi

Despite the obvious success of the company, some departments still use outdated practices, technology, etc. Culture clashes. Tenured employees, many whom have been around 30 or 40 years set the standard for how things get done. Lot of them are stuck doing things the "old"way and are resistant to new ideas or outsiders. Despite the size of the company, it feels like its stuck in a time bubble. Not the cutting edge company one would envision. Good ole boy network in full effect in most departments. Blind leading the blind since the merger. Highly ineffective leadership in some departments. Great place to work for someone who wants to coast and get a paycheck.

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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