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DTE Energy Reviews

92 Reviews
92 Reviews
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DTE Energy President & CEO Gerard M. Anderson
Gerard M. Anderson
45 Ratings
  1. 1 person found this helpful  

    An okay place to work

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee  in  Detroit, MI
    Current Employee - Anonymous Employee in Detroit, MI

    I have been working at DTE Energy full-time for more than 3 years


    DTE is an okay place. Pay is decent, but don't expect much of a raise. Work life can be good if you're in the right group. A lot really rides on having a good manager/supervisor. Make sure you can see yourself working/succeeding with that person before coming aboard.

    Offsite events seem to be plentiful especially if you're in a good department. It's fun to get involved on the philanthropic side as well. DTE really supports giving back to local charities and initiatives.

    It's a very stable business that has never really done layoffs. Having your revenues publicly secured through customer rates is a huge plus for company stability and solvency.


    There is a ton of dead weight throughout the organization. DTE tries to treat their employees right through engagement initiatives but is so caught up in "Gallup" results they miss out on many other things that kill morale. The parking garage at the downtown Detroit office is a nightmare at times. You get the bad parts of being downtown (traffic), but not the benefit since it's quite a walk (or even a drive) to anything decent.

    The red tape and bureaucracy are like no other place I've seen. It's amazing that anything gets done. The amount of middle management at DTE is remarkable. It's a common theme of people consistently trying to "pass the buck" and not take accountability or ownership for anything. Trying to get projects pushed through that require you to coordinate with any outside support groups is a nightmare. There's no focus on growing the business as DTE's revenues are secured through rate payers and capital investment, which results in only focusing on operations instead of growing the business. The CI initiatives are good in theory, but in reality, they just add to the plethora of red tape and hoops you need to jump through.

    Vacation time coming in is a joke: only 10 days to start. You do get about 20 or 25 sick days, but if you don't use them, what's the benefit. HR is a nightmare to work with. Get your money on the way in! For internal promotions you can only get a certain percentage raise even if you jump a level.

    Advice to ManagementAdvice

    Consider focusing on employees rather than just on the Gallup scores, which are inherently shifted higher due to pressure from managers/directors. Take a close look at your IT and HR departments as there is nothing more disengaging than working with those two groups. IT being terribly inefficient and providing poor business support, and HR being terribly disengaging when negotiating for new positions or whenever the topic of compensation comes up.

    Take a close look at the money being spent on CI and the negative effect it has on morale. It's probably an inefficient use of money and a drain on engagement.

    Finally, look at the time it takes to accomplish even simple tasks. Empower employees to get things done without jumping through hoops or obtaining 3 levels of approval. Empower employees are effective employees.

    Neutral Outlook
    Approves of CEO