Good Company: opiniones de empleados con el puesto de Assoicate en Duke Energy

5,0
11 feb 2025
Recomendar
Aprobación del CEO
Perspectiva de la empresa

Ventajas

Competitive Salary & Benefits – Duke Energy offers solid compensation, including health insurance, retirement plans (401k with a company match), and other perks like tuition reimbursement. Job Stability – As a major utility company, Duke Energy provides a stable work environment with long-term employment opportunities. Work-Life Balance – Many employees report a good balance between work and personal life, with flexible schedules in some roles. Career Growth & Development – Offers training programs, leadership development, and career progression opportunities.

Desventajas

Slow Career Progression – Some employees find it challenging to move up the ranks, as promotions can be slow. Bureaucracy & Red Tape – As a large corporation, decision-making can be slow due to multiple layers of approval. Workload & Stress (Depends on Role) – Some roles, particularly in field operations and customer service, can have high workloads and stress.

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5,0
27 abr 2026
Recomendar
Aprobación del CEO
Perspectiva de la empresa

Ventajas

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

Desventajas

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

3,0
15 may 2026
Recomendar
Aprobación del CEO
Perspectiva de la empresa

Ventajas

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.

Desventajas

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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