Overall good company - salary for long-time employees not so great - werkgeversreview Lead IT Business Analyst bij Duke Energy

3,0
15 jun 2021
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Overall stability and culture of the company is good. Leadership does attempt to do the right thing most of the time and values employees.

Minpunten

HR and process for promotions/salary increases is pure hell. Anytime you get a "promotion" or a salary increase for being a highest contributor it does not reflect the work or the person getting the promotion or increase. Does not provide a lot of drive to want to do better when you do not feel like your work is compensated fairly. So much red tape for management to provide increases and promotions and then when you do (if you are already at the company) it is dis-heartening especially when you can come right off the street and make the middle or even more of where your salary should be but someone who just got a promotion to that same pay class only gets 2-3% and is barely over the minimum for the job.

Ontdek andere reviews over Duke Energy

5,0
27 apr 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

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

Minpunten

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

3,0
15 mei 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

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.

Minpunten

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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