Duke Energy is a great place to work. - Station Equipment Expert Duke Energy Employee Review

4.0
28 Dec 2008
Recommend
CEO approval
Business outlook

Pros

Duke has great employees at all levels in the power plants. The union and non union employees work together to get the job done. Duke has been great to work for and has helped me move into better jobs over the years. They paid for my college and gave me the opportunities I needed to make a great career. I started in the union and worked my way into a management position. The aging workforce at Duke will give me and others many more opportunities to work into other interesting jobs over the next few years. The benefits are great too. We enjoy good medical, dental and eye care benefits and a great vacation policy.

Cons

Duke has yet to complete the total combination of the latest merger with Cinergy. There are a lot of problems that are handled differently between the Carolina plants and the Midwest plants. The cultures are so different it will be hard to ever make the entire company look the same.

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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