Good Company - Assoicate bei Duke Energy: Mitarbeiterbewertung

5,0
11. Feb. 2025
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CEO-Befürwortung
Geschäftsprognose

Pros

Competitive Salary & Benefits – Duke Energy offers solid compensation, including health insurance, retirement plans (401k with a company match), and other perks like tuition reimbursement. Job Stability – As a major utility company, Duke Energy provides a stable work environment with long-term employment opportunities. Work-Life Balance – Many employees report a good balance between work and personal life, with flexible schedules in some roles. Career Growth & Development – Offers training programs, leadership development, and career progression opportunities.

Kontras

Slow Career Progression – Some employees find it challenging to move up the ranks, as promotions can be slow. Bureaucracy & Red Tape – As a large corporation, decision-making can be slow due to multiple layers of approval. Workload & Stress (Depends on Role) – Some roles, particularly in field operations and customer service, can have high workloads and stress.

Mehr Bewertungen zu Duke Energy entdecken

5,0
27. Apr. 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Keep in mind this is in the eyes of an intern but: - employees are friendly and willing to help if asked - lots of learning opportunity - projects in which you can apply what you learned - lenient WFH

Kontras

- the quality of your project can be dependent on which team you are on and your mentor guiding you

3,0
15. Mai 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

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.

Kontras

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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