Customer service Specialist - Customer Service Specialist Duke Energy Employee Review

2.0
31 Jan 2018
Recommend
CEO approval
Business outlook

Pros

Co-workers are awesome, the pay is awesome, free food sometimes. Get the opportunity to make extra money selling certain products within a call. Bonuses quarterly and yearly .

Cons

Mandatory OT like every single Monday , random OT on short notice. Schedules on your day off because it’s Mandatory .Shift bids every year so your schedule changes every year, so definitely not a good place to work if you have children. Have to come into work Especially during storms (hurricanes,snowstorms) , you do get the option for hotel stay paid by Duke. Just really long unnecessary hours half the time. If I didn’t have small kids I wouldn’t be complaining because who doesn’t like a nice looking check. But basically you’ll be paying rent but technically not live there because you’ll live at Duke Energy: The CEO got a nice raise but our office in Raleigh is run down , vending machines always taking our money, old computers, computer systems always down, website always down, phone payment system always down which causes high call volume.. Man, I can go on ...but I’ll stop now.

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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