TERRIBLE place to work - Recensione dipendente - Billing Customer Service Representative presso Duke Energy

1,0
18 giu 2022
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

- Good Pay - Nice Facility - Air Condition. - Free Keurig coffee. Free ice water. Free snacks and food on certain special days.

Svantaggi

- By law, not supposed to sell ancillary products, but they REQUIRE that you pitch these products to people already having a hard time paying their bills. Pretty disgusting. - Very arrogant and haughty attitude from management. They all think they are God's because they work for an Energy MONOPOLY and run around making themselves feel important by saying cutesy things like "Without Duke, it's Dark." Basically saying we don't give an F about you or your household, pay up now, or we'll turn your power off. Very inhuman people. - Management treats everybody like children, EXCEPT for other managers. It's quite a joke. - Mandatory overtime and NO, you don't get a choice. - Set schedules HOWEVER, they can change it at last minute and NO, you don't get a choice. Never know if you are going to be required to work late so that sucks. - Would NOT recommend the call center. It's a sucky job for sure.

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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