Don't go here! - werkgeversreview Vice President bij Duke Energy

1,0
22 jan 2026
Aanbevelen
Goedkeuring directeur
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Pluspunten

This is absolute and total garbage!

Minpunten

I worked at this company for a period of time and left due to a workplace culture that repeatedly tolerated racially insensitive behavior. I personally witnessed and experienced comments and treatment that crossed professional boundaries and created a hostile environment. When concerns were raised, leadership either minimized the issue or treated it as a “communication problem” rather than addressing the behavior directly. HR processes felt inconsistent and offered little meaningful accountability. The result was a workplace where certain employees were protected while others were expected to “deal with it,” which negatively impacted morale and retention. If you value psychological safety, fairness, and professionalism, I would be extremely cautious before joining. This organization has potential, but it needs major cultural change and stronger leadership standards to become a healthy place to work.

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5,0
27 apr 2026
Aanbevelen
Goedkeuring directeur
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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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