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American Electric Power

Engaged Employer

DO NOT BELIEVE REVIEW DATED FEB 16. Obviously from HR - IT Manager American Electric Power Employee Review

1.0
Mar 12, 2025
Recommend
CEO approval
Business Outlook

Pros

AEP was an awesome company when I joined. I worked with smart people, roles were defined, busy work kept to a minimum. It wasn't perfect but I felt it was the best employer I have worked for. Everyone worked hard and we were dedicated to providing excellent customer experience. To this day, I am not clear on what our Board was thinking when they blew up the organization. I guess you just don't know what you have until it's gone.

Cons

Today, our systems are incredibly slow, very buggy and require data be re-entered several times. That means, every time the data changes in one system, you have to manually change it in every other system. There are tons of off-line spreadsheets and graphs to help us track metrics. Our new CEO indicated his intent to standardize and improve processes across the enterprise. That was months ago....

Explore other reviews about American Electric Power

5.0
Apr 15, 2026
Recommend
CEO approval
Business Outlook

Pros

Very laid back. Minimal oversight. Great managers.

Cons

Slow growth opportunities, just have to wait for people to retire.

1
2.0
Jun 23, 2026
Recommend
CEO approval
Business Outlook

Pros

Our team is genuinely one of the company’s greatest strengths. People consistently show up for each other, whether someone has a question, needs guidance, or just needs a second set of eyes. There’s a real sense of kindness and collaboration here — everyone jumps in without hesitation, and it creates an environment where you feel supported, valued, and able to do your best work.

Cons

One of the biggest challenges is the lack of formal training when you start, which makes it difficult to feel fully prepared in your role. Management is often busy and not always available when questions come up, so getting timely guidance can be inconsistent. Processes and directions also tend to shift quickly — announcements are made, and then expectations change shortly after, which creates confusion. At times, upper leadership communicates in a way that feels more like talking at employees rather than engaging with them, and concerns raised by staff can be overshadowed by comments about leadership bonuses or priorities that don’t align with what employees are asking for.

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