Lots of IT people cut in Columbus
2658 replies (most recent on top)
So who's brave enough to email Bill and apply for his program and list your action you'd take as CEO as 1) restore hybrid
@23j9+1qB6FXi3 Bill and that witch who runs the dc office are behind the obnoxious pac mails. They don’t want to hear that people have bigger things to worry about, like gas and childcare since we’re coming back five days a week. They don’t care, they’re too busy comparing us to what other companies do and counting their money to care about the rest of us. Completely tone deaf
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Come on Karl. There are not thousands of AEP people reading this. It is the % that counts here Karl. Your negative votes are just about as high as most other good post got + votes. That means, a pretty large % of the readers that take the time to read the comments and then vote, vote your comments as negative. That is largely a rejection of your general "themed" work on here Karl. We still love you and all, but maybe just read the comments and leave the revolutionary thoughts for another day.
@24dg+1qB6FXi3
The test of a man's character is to speak the truth and witness his reaction. Seventeen is a tiny number in a company that employees more than 15,000.
Now you all had better sign up! Bill needs a chorus behind him while he sings the praises of RTO. Think of all the good work you all will be able to do for Bill and AEP in the office that extra day over hybrid!
Hey wait, if you work 8s, that is two more days in the office. Lucky!
Immersion in lies and false promises.
Can’t wait to see that there was LITTLE interest in Bill’s CEO Immersion program
I would apply but I'm pretty sure it will require manager approval and my manager's main mission is to keep me down.
Everyone better apply to that CEO immersion program. The company spent the past year or so forcing out all the older experienced executives the company spent decades cultivating. This is obviously going to be one the ways to replenish the bench. If you are relatively young with aspirations, do it! I know I will.
Karl do you not get tired of all the down votes?
A nation's economy founded upon virtue-less globalist greed is doomed to fail. Let not we be its victims nor its enablers.
I believe the stock is down because Warren Buffett nuked the utility industry as an investment just a few days ago. It was fairly shocking to hear. Give it a quick Google.
Found this post on an old thread, hope it helps.
To all newbies here, this is not a company owned site and it is anonymous, but it’s also moderated. They have few basic rules, but if mods catch you breaking it, they nuke your post and sometimes ban your IP from posting any further (can try overriding it by using VPN).
Can check the full list of rules in the footer, it comes down to this:
- no foul language
- no politics
- no religion/race/ethnicity talk
- no asking for votes (of any kind - political, union, etc)
- no threats & violence, bullying, slandering
- no personal names (ok to name c-suites as they are public figures, not ok to name a middle manager or an employee),
- no personal info of any kind (regardless of one’s position)
June 9, 2021 by Anonymous | 8 reactions (+8/-0)
Post ID: @8hjk+1b8gkZsX
S&P is back up to January highs, market is rallying. Investors are probably liquidating their AEP stock so they can go to where the action is. There's no point keeping your money in a utility when there are gains happening elsewhere. AEP stock is basically like a savings account, we're just a holding company. You only really buy AEP stock as a shelter in the storm.
That's the problem I have with our ICP plan, it is heavily based on EPS like we are a tech company or something. Why should the ICP be unlocked by EPS, what possible influence does the average employee have on AEP stock performance, not to mention broader macroeconomic forces.
Why is our stock price dipping when the rest of the market is up (at least for today)
Tyranny scorned shall not prevail.
Reputation salvaging, I’d guess. Some things simply don’t change. You know, It’s sad that even this space isn’t exempt from their moderation and control.
Wow, who would be deleting comments? I don't know why that would be deleted?
Yup I'm one of those that's going in to RTO with a very thin chance. I already have a job lined up but if it's a sh-t show with office cubes being fought over, managers stressed, teams scrambling for spots, more phishing emails, another employee accident, another safety report or Bill and the Executives addressing new ways to grow with zero plans but a new rearrangement or severance package rumor... I am out!
…….uhhhh, are comments being deleted??
Many people in my department are looking for new jobs. It might not be by June 2nd but plenty of people will find new work and leave.
Lol I left in January after a decade at AEP. First headhunter I talked to. For more money and I am sitting at home working. Go back if you need to, else vote with your feet. AEP is not the only employer out there.
You guys talk a big game online but you have bills just like everyone else. June 2nd you'll be in your cube 8 AM.
This won’t be anywhere near solved on June 2nd. Many employees will not return to the office but will continue to work from home, and just wait to see what happens. Some will try “coffee badging” or barely coming in, and There will be a flood of new doctor’s notes looking for medical exemptions.
This will put the onus on managers, who after all of the recent flattening are quite stretched thin (and many of them don’t agree with the RTO plans), to not only call out these employees, but eventually hold them accountable. This will drag on for months, and will be further complicated by calling IT employees back full time by the end of the year.
I am not dreaming this up. Ask the HR people at the State of Ohio how their RTO is going, and they will tell you all of this and more. Is HR staffed to handle this many individual situations? Not even close.
@242h+1qB6FXi3 - What is your leadership telling you?
My leadership has given direction on the RTO flexibility. My leadership has kept us well informed. Which OPCO isn't preparing its employees....because its not all of them.
People are still leaving. I know of at least two people that are getting ready to put their two weeks in. The June 2nd date isn’t a hard line in the sand to gauge how many people decided to stay. Lots of folks are actively looking. I believe that some might give RTO a shot and leave after they see how miserable it’s going to be.
NOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOOO
241a+1qB6FXi3 I think there will be a mass exit for retirement age folks who have been waiting to hear what the "flexibility" promised means. There hasn't been any real transparency or guidelines for managers to share with their teams. Any eligible to leave are just waiting to give their 2 weeks notice. The exodus is far from over.
I think most of the people who decided to leave will have left by now. It's hard to get a job in this economy, can't imagine June 2nd is going to be some doomsday scenario where everyone just suddenly quits.
I am just wondering how many key people we are going to lose now. When you think about everything we are losing.. Miles on Vehicle, Fuel Every day (And environmental impact), Work Clothes, wasting 5-10 hours a week in a car, road rage, and for the benefit of that, we get to pay 3.5% city tax to Columbus.. I haven't taken a sick day on years. I have a feeling that will change dramatically.
The reason they won't publish the rules is because there are none. They don't want to be held to anything. It's a rules for thee but not for me situation.
Bill has really botched this. They put on a brave face but this is a disaster. What makes it even more incredible is we only found out when we did because the leak forced Bill to make the announcement prematurely. Makes you wonder how much notice he originally intended on providing.
I’m not here to argue—everyone is entitled to their opinion. I don’t expect line workers to be compensated the same as administrators; however, I do believe there should be a clear and consistent pay range for each role.
If you’re mandating that the 40% of your workforce (the portion that was remote or hybrid) return to the office, there should also be clear guidelines on what flexibility looks like—and doesn’t look like—for that portion of the workforce. This mandate never applied to field workers in the first place, so that comparison isn’t relevant.
I’m not naive enough to think that rules are always applied equally, but that doesn’t mean we shouldn’t strive for fairness. Of course, there will always be exceptions—but when rules are inconsistently applied, resentment is inevitable.
You people are not naive enough to think that the rules get applied evenly? I guess you also think everyone will get a good ICP next March too?
"Standards" are not the same thing as schedules. You wouldn't ask a line worker to be paid the same, or work the same schedule as their admin. They have diff jobs. The IT people were often remote before Covid ever happened. I can't climb a pole without dying, so I don't have that job. I'm also divorced and work around a child's schedule, and maybe someone else has a different set of timing. Stop with the resentment on flexibility.
The "flexibility" seems based on whether losing you would be a headache for management or not.
What’s baffling is how leadership confidently mandates RTO but avoids defining what “flexible” actually means. Without clear guidelines, this ambiguity is a breeding ground for inconsistency—and perceived or real unfairness.
If people are already frustrated with RTO, just wait until they see colleagues with vastly different arrangements —then you’re really see resentment.
Standards exist for a reason: to ensure fairness and consistency. Yet I’m already hearing about exceptions—and things haven’t even ramped up fully.
Fairness and consistency is business 101. This leadership is either completely out of touch, just doesn’t get it—or doesn’t care.
I find it interesting how many employees I’ve heard of receiving remote work exceptions—outside of field, IT, or call center roles. There don’t appear to be any clear guidelines on what qualifies someone for an exception or what the process entails.
Thinking about getting our 6 core principles tattooed on my chest.