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American Electric Power

Engaged Employer

A waste of 10 years - Administrative Assistant American Electric Power Employee Review

1.0
Jul 20, 2011
Recommend
CEO approval
Business Outlook

Pros

Depending on the department: My supervisor is very flexible when needing time off or short notice vacations. It really depends on who you work for and what side of the business you support.

Cons

Where to start?! The CEO (Mike Morris) is all about the shareholders. He could care less about the environment or his employees. As long as the money grubbing shareholders are happy, he is happy. Distribution is ok to work for. This side of the company isn't so shady. Generation is a beast. Too many "good boys" working for upper management who do not deserve (or have the education) to hold their position. Forget about promotions or raises- been on a hiring freeze for 4 years. Unless you are a suck-up or have a friend who is higher than you, you will never go anywhere up in this company.

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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