An "okay" place to work - Engineering Technologist Duke Energy Employee Review

2.0
23 Dec 2025
Recommend
CEO approval
Business outlook

Pros

Everyone within the company were, at minimum, okay to work with. If you're someone who wants a traditional "9-to-5" type of job and are solely concentrated on clocking in & out each day with no aspirations to grow, Duke Energy is the perfect place for you.

Cons

Adding to my previous statement, a position at Duke Energy is solely a "clock in and out" job. There isn't much room for growth, many people are directionless and stuck twiddling their thumbs while waiting on instructions, and the company itself is just an "okay" place. The leadership team doesn't leave a lasting impression and are no more than warm bodies who answered "yes or no" to our questions. During the slow period (winter), things were mostly at a standstill. However while it should've allowed for ease and time to recover from the busy summer/fall, we instead felt paranoid of losing our jobs as our schedules were clear throughout the day which made us replaceable.

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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