Lots of IT people cut in Columbus
2657 replies (most recent on top)
@2z8c Any adult content or criminal act, instantly shown the door. Lying, excess absence without documentation, vulgarity, you'll get a warning or two. Bad performance you can last nearly forever until layoffs but your ICP and raises will suffer.
Go to the WiNUP site and tell me they aren't exactly the cows you'd expect to see. Cancel DEI.
I'm curious how hard is it to get fired here?
Is there a formal step-by-step process like a PIP or can your manager just suddenly drop the hammer at any moment?
No one dictated the terms of your compensation. You were presented with an offer and then you voluntarily entered into a business relationship with the company. If you feel that you aren't being compensated fairly, you are at liberty to see what the market is willing to pay for your "skills." - Bill.
@2z30 Straight to daddy's wallet junior. Get your money game up.
@2z30 20%, I only get 10%
@2z30 The difference is they get to dictate the terms of their compensation and your as well.
Ok so tell me why some people who are sitting on their butts getting above 50%+ ICP incentives compared to someone who busting a-s for them out climbing poles in the heat for only 20%
@2yx9 Most of those PIP people are also the variety that qualify for membership in some mine-or-it-tee resource group like the Yung OvrAchieverz or WiNUP. They spend more time blazing green and straightening their purple hair than working, let's give them a promotion over the Role Models!!
@2w7p EPS funds the ICP and is 16.67% on the back end. It is a significant portion. In fact, if EPS are below some value then no ICP funding is available. It doesn't matter if everything is above targets, we would still get nothing.
Job Performance does not matter. I have seen individuals on PIPs hsve a much more rewarding career then role models. It all depends on who you know. If I knew this before I would not have tried so hard. If you get on a PIP and then try harder, management will help you. The role model will get used and discarded. AEP culture.
@2ytp Been like that forever compadre. Minimum requirement to give a few of eacb rating.
@2ysc
I thought before Velma took off in the Mystery Machine, without even saying goodbye, after replacing the tech workforce with parasites that she said overmanaging was a problem and hence kindly laid off a bunch of managers. Guess they needed money for another VP to avoid overmanagement.
Hearing that if a role model is given then there should also be an opportunity for improvement given as well in the same group to balance it out. This is going to cause there to be so many solid performers given just to save a penny.
Another VP hired yesterday. Wonder how many more we need!
I love me some DEI!
Y'all seen that news story where them young overachievers was fighting at Easton mall over who gets to buy the first edition reprint of Isaac Newton's book? AEP should give Easton and that area a discounted rate since they produce so much talent that will help society.
I hope they keep this overtime coming for us sticking through the stress and bull. This is the only thing keeping me from jumping ship
@2y6r Unfortunately sh-t managers waiting for their boss to retire and wanting to preserve a clean management record resulted in a-holes abusing the perks of remote work. I am not sticking around at AEP.
Observation: RTO employees must adhere to core hours of 9 AM–4 PM, arriving on time for work and all meetings within that window.
In contrast, remote employees frequently arrive late to meetings or depart early during the same core hours, citing personal errands such as dropping kids at school, driving a spouse to work, taking the car to the mechanic, or letting the dogs out.
The ads on this site are hilarious.
@2xt5 Lesser not "Lessor". That's no mistype that's a horrible misspelling. I guess standards are lowered from DEI.
Does anyone know someone who has refused to RTO? Did they get fired? Did they get a severance? Are people still playing hybrid games? The cafe seems a bit busier on some days, but I still see plenty of empty seats.
@2y2j
Dunno. I'm ready to hand in my laptop to the front desk and take my savings and live a simpler life at this point. I feel like an id--t sticking around.
How do I get in touch with Bill? I have a great idea to increase collaboration. Think about this, what if we got rid of all our computers and went back to pencil and paper? The collaboration boost would be huge.
What is a new low is neoptism hidden as diversity. Keeping it feal inside AEP. What is amazing is leaders actualy believe that fhis does not occur. How can someone lie to themselves.
@2xt5 making generic statements about someone's ability, education and experience are somehow not a factor in the past and that it was all based on s-x and skin color is a joke. I'll take the old white dude that's a veteran over a rich girl if everything else is equal. Being bias against people to "fix" past biases is just as wrong as previous biases. Two wrongs don't make it right. That's where DEI is wrong, it's saying we're going to overlook people now that are a better fit just so that we can fix some wrong in the past. It was wrong years ago and it's wrong now when using DEI. Just hire the best person.
@2xt9 both of these people were in protected classes of individuals based on discrimination laws. How would an employer know of their financial status just from an application or interview? If they went with the wealthy female because she was female, maybe it was because like most companies every person in management at nearly every level was an older white man (look at AEP) and felt like it was time. If they chose the veteran, maybe it was for the same reason. They looked among their ranks and saw a void in representation. Either one of these individuals could have been chosen and would have represented a hire that was to increase the presence of a minority in their existing workforce.
@2xt5 That is completely ahistorical by the way. People destroyed their own communities when they were among themselves and their wealth and livelihood has gone done despite being forcefed opportunities they aren't qualified for.
How about this for a question. You have one position. A rich girl applies with an education and a poor white veteran male with the same education. If they went with the rich girl for diversity numbers, was this diversity or racism hidden as diversity?
@2xt5
Two words. Chamala Embarassment. That's what people think of DEI.
@2xpn Thank you for pointing this out. It is sad to see this constant rhetoric that all DEI hires were somehow incompetent or lessor qualified. The reality is DEI was put into place because of discriminatory practices where any white man was hired, admitted into education programs, awarded sports scholarships, approved for loans, etc. etc. over equally or MORE qualified candidates of different genders, color, s-xual preference etc. If people in power had embraced differences, DEI would have never been necessary. But of course here we are. And now somehow, all the young white uneducated males in this country have been told to feel like their opportunities have been stolen. WTF?? This country has moved backwards 50 years in 10 months.
My service was useless to the leaders at AEP. AEP is the worse utility for veterans. Other utilities keep there word and will help veterans.
BF seems like the most honest. NA didn't let any real emotion into the ether. The Mad Money spots were so phony.
@2xpq Leaders not employees, who were denied and still are denied a seat at the table.
@2xpn fine you are correct DEI was not the driving factor, but did speed up the process. Lets put it this way. If you were a leader at AEP and you took a position and lowered the reauirements for that position to match a name instead of skill, you are the problem and helped destroy AEP. Decrease experience and requirements there goes a lot of important pieces, safety, quality, hard work, desire, culture& etc. Without those things a company will decline and the board will have to change to save the company or somebody like Karl takes notice and intervenes to make money. If AEP were to have ran the company like a well run utility none of this would occur. Stop blaming Bill and Karl. Previous leaders and even leaders still there allowed this to occur.
@2xpg The promotion of incompetent lackeys was a pain point at AEP long before DEI came on the scene. The tolerance of we-ponized incompetence was a pain point at AEP long before DEI came on the scene. DEI disrupted the good ole boy network to some degree for good or bad. The fact that employees, who excel at their jobs and refuse to play politics are excluded from promotion opportunities remains unchanged. For all the surveys employees have completed and culture training programs we have endured nothing has truly changed. That is why AEP can't retain employees under 50 years old. Younger employees look to their older colleagues and recognize the damage this company inflicts upon its workers and they do not want any part of a demeaning, demoralizing and dehumanizing crony corporate concentration camp.
@2xpa You have the vision to see beyond the rhetoric. Most people invest to provide income in retirement, not to get filthy rich. Ordinary people do not impose suffering on their fellow citizens because they do not want to become the monsters we know the elitist have chosen to become. Better to live a humble life than live an ostentatious lie.
I think the board of directors has a major effect on who shareholders are. If the company is running well, assett managers will buy a large portion of the stock. Board Directors play a role in how a company is ran. Lets say for example a company that makes electricity decides to go very political and startschanging the cukture of the company by setting DEI targets and not respecting employees that have been buikding the company for the pass decades. Well the company may start to underperform. Then a new assett manager may force their way onto thr board and make changes for shareholder value. Always keep your core business your core business.
@2xgh look at the top 20 holders of our stock, they hold more than 50% which means everyone else is a minority shareholder and has no power. In effect, 20 people (asset managers) have all of the control. Just because I own a few hundred shares of stock doesn't mean cr-p.
I think when people have an issue with shareholders, it's really with these 20 asset managers, not Mom and Pop who have the stock to balance out their holdings.
This channel is kind of sad. I wish we could all learn how to get along and accept change better. If you're that unhappy you can find a door.