I'm not sure who these reviews come from but I don't have the same experience . - Customer Service Representative Duke Energy Employee Review

1.0
10 Aug 2012
Recommend
CEO approval
Business outlook

Pros

Can't think of any. They say other departments are happy but I don't see any of that.

Cons

We are pushed to get callers off the line in 300 seconds and are given bad scores for using a sick day, using the restroom, having technical computer issues, anything you can think of. Have a car accident? one of your kids are sick? well, that's too bad. Every word, keystroke,mouse click and second is recorded and scored. If you have customer on the line and it's your break or 30 minute lunch and the call crosses over that time, the employee is deducted for that. You aren't in adherence and it hurts your performance scores. It's a miserable place to work. People stream out of here constantly. Benefits are poor. They pay for generics only so if your medication does not have that option, you won't be getting it. Perhaps other employees get good pay and benefits but if you work in customer service you will take abuse from both the customer and the company. You will have to stay up to 16 hours and at a moments notice. There is ZERO work life balance. Management just stares and smiles if you complain or even suggest changes. Everything is harassment, even baby showers. This place is beyond ridiculous.

Explore other reviews about Duke Energy

5.0
25 Jun 2026
Recommend
CEO approval
Business outlook

Pros

Good work environment, with everyone willing to help you learn.

Cons

Many departments are understaffed which leads to increased time pressure.

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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