Stable work but poor management and lower than average salary. - Recensione dipendente - Project Manager presso Duke Energy

3,0
15 dic 2013
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

I have worked for Duke Energy for 35 years, so I am paid a good salary..at least for this area. The benefits are average. Since I have been here so long, I get 6 weeks vacation. That's a great benefit...if I actually get to use it.

Svantaggi

Compared to other utilities, Duke is well known to be one of the lowest paying utility companies, especially in Nuclear. Compared to other companies, Duke's health care costs are high. Management, at least Nuclear, is not supportive or even respect employees. They often say one thing and do another. They have personally lied to me several times. They point fingers and blame employees but when asked for details they cannot provide facts to support blaming individuals. Expectations for themselves is lower than what they expect of individual workers. Duke expects you to wear a beeper 24/7 and be available for call out and come to work within 75 minutes but there is no compensation for this. They do not respect work/life balance. More and more they expect doing more work with fewer people. They expect workers to just absorb work when people leave.

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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