TERRIBLE place to work - Billing Customer Service Representative Duke Energy Employee Review

1.0
18 June 2022
Recommend
CEO approval
Business outlook

Pros

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

Cons

- 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.

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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