AAPC reviews

Thank you for the review – we really appreciate it as we work to improve our organization. We’re disappointed to learn of your poor experience and welcome the opportunity to respond to your individual points. Additionally, I strongly encourage you to speak to your manager or directly with any of our leadership team (including me) so we can better understand your experience. In regards to your comment about free lunch and employee morale: providing free lunch is not intended to keep people chained to their desks and certainly not to proliferate a hostile work environment. Our perks such as free food and soda, gym access, ski passes, bonuses, our new open PTO policy, and offsite parties are all provided with the purpose of improving staff morale and well-being. If this is not how you see them, we’d like to better understand your perspective so we can make the necessary adjustments to our communication or the offerings themselves. In regards to your comment about employee terminations: in the unfortunate times when employees are let go they are private (not public), done with the utmost sensitivity and compassion for the individual, and there is always a reason communicated clearly to that individual. For the past 28 years, we’ve tried to manage the business as efficiently as possible in order to protect our employees from detrimental industry changes. This has allowed us to shield our staff from downturns in the economy on numerous occasions. If your direct manager hasn’t adequately addressed your concerns about this, again, please speak with another leader (or me). We encourage you to provide feedback in our bi-annual employee engagement survey. In the most recent results, employees are overwhelmingly satisfied with their job, have confidence in leadership, believe we are headed in the right direction, that benefits are more than adequate, and don’t plan on leaving the organization in the near future. If you feel differently, we need this input (directly) with clear feedback and examples so we can work to improve. Finally, please participate in our culture committee made up of employees who want to contribute to company improvements (anyone can join and most of our internal culture is driven by this team – your fellow colleagues). We encourage you to help us resolve any of these issues and my door is always open for frank discussion on any topic. Thanks again for your review.

Thank you for taking the time to write a review. Providing new technology products can sometimes be challenging. We believe ours are getting better. Insight from our employees, such as your review, gives us valuable insight. The road to improvement starts with openly acknowledging and discussing feedback. We hope we can regain your trust as we continue to grow. Please contact your manager or human resources if you would like to discuss your concerns more in-depth.