The bad outweighs the good - Customer Service Representative Duke Energy Employee Review

3.0
13 Feb 2016
Recommend
CEO approval
Business outlook

Pros

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.

Cons

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.

Explore other reviews about Duke Energy

5.0
27 Apr 2026
Recommend
CEO approval
Business outlook

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

Cons

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

3.0
15 May 2026
Recommend
CEO approval
Business outlook

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.

Cons

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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