The bad outweighs the good - Recensione dipendente - Customer Service Representative presso Duke Energy

3,0
13 feb 2016
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Unlimited overtime and sales commission. This company would pay $10 per person you setup on load control for resident's heating and cooling systems. Also you could get 80 hours of PTO and 80 hours of sick time upfront. They would also contribute $500 a year to your healthcare spending card.

Svantaggi

The managers at the call center on Rush St in Raleigh are highly unprofessional and immature. So much gossip and hypocrisy there it was very much like high school. I heard a team lead hang up on several customers. Also, the call volume is extremely high. I'm talking 80-200 calls in queue all day long. Keep in mind this is the largest utility company in the nation. My average phone call was 5 minutes and I would take 100+ calls a day all while adhering to rules to abide by while on the call. Calls are scored. Only accept this job if you absolutely have to. If you like your sanity steer clear. The $$ may be appealing but it's not worth it at all.

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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