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American Electric Power

Engaged employer

AEP Is not such a great place to work anymore. - Anonymous employee American Electric Power Employee Review

3.0
24 Jan 2015
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

1.) Base pay is good. 2.) Telecommuting is available for many people. 3.) One is usually allowed to work without heavy micromanaging.

Cons

1.) The benefits have been getting worse over time and I see this trend continuing e.g.(The loss of the Aetna PPO, Pension plan eliminated for new hires, etc.) 2.) There are reorganizations ever 2 to 3 years which interferes with people who are trying to get promoted and have to impress yet another boss all over again. 3.) The Top-Down Command and Control management style from the 70s still exists at AEP. 4.) The pay grade matrix has been revamped to a new system which has clearly put ceilings on what people can make without being promoted. 5.) Stodgy and inefficient. Lots of bureaucracy, meetings, and rubber stamping in order to get work done.

Explore other reviews about American Electric Power

5.0
2 July 2026
Anonymous intern
Recommend
CEO approval
Business outlook

Pros

Great Culture and leadership team

Cons

Fast moving and fast paced enviroment

2.0
23 June 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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