Mixed Bag - werkgeversreview Customer Care Representative bij Duke Energy

3,0
5 apr 2022
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Established company. Good benefits from day one. Front loaded time off. Quarterly KPI bonuses. Yearly bonus and raise. Can work remote hybrid. Able to get sales commissions. They supply all of the work from home equipment. On site gym facilities - Clearwater. Good health programs and incentives to lower your insurance premiums.

Minpunten

No stipend or compensation for internet costs for work from home. Reporting for storm duty on a moments notice (w/in 1 hour) at least 6 times a year for one week at a time. Mandatory OT for large storms, or after holidays or any system update. Micromanagement. QA is ridiculously critical. In such a huge corporate giant, getting any meaningful change that would positively impact employees and customers is next to impossible. Also they don't allot for any career development time. If a training isn't assigned to you or in your current scope of duties, you are restricted by business need if they will allow you to participate in career development. - surprise - as a customer service rep, there is always a business need. If you're not super computer savvy and proficient, this is not for you. Also the knowledge management system needs a COMPLETE overhaul. They want you to go find the answers and there is minimal organization to the resources. Also if you have management experience, or are above average in aspirations or aptitude, good luck on getting opportunities to move quickly where your talents can be put to good use.

Ontdek andere reviews over Duke Energy

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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