Thread regarding AT&T layoffs

"Don’t do the surveys."

I have completed my last employee survey. It will be interesting to see what the completion rate is next year.

Don’t do the surveys. They are not anonymous and they only care about the percentage of people that fill them out and aren’t concerned with negative feedback.

OP, if we don't express what we want on this forum, you might as well just save this exercise for the office.

Aloha shirt fridays.

Providing an environment where it’s possible to get your work done. I get an MSTeams notification every ~20 sec, an email every 2 min, people talking to my left, right and across the table, construction noise across the room, a calendar that is packed with meetings from all day every day, and the workload of 3 people who were never backfilled.

Ok, I’ll bite.

We are in 3rd place in a 3 horse race. How bout leadership provide a game plan to get out of 3rd place?

But instead, our CEO calls us all toilet paper. We have a purpose. Once that purpose is fulfilled…

The number 1 issue is with RTO and it’s also the only thing not being addressed. Until that changes nothing else will. It’s that simple.

While it’s fun to fantasize about gutting the BoD, clawing back executive bonuses and firing the C suite arsonists, the single most effective reasonable answer is to decimate that 4-layer VP wall. Too many cowardly middle managers at all levels need expansion of span of control, which would severely curtail the cycle of powerpoints and meetngs that never resolve anything. We can’t do anything about the psycopaths at the top, but chopping the deadwood out of the middle can only help.

@av I’d love to see ways to cut unnecessary never-ending weekly calls that could be emails and we absolutely should look at our addiction to PowerPoints - half of what L3s seem to do is hunt down their directs for some slide for some VP meeting that no one will care about an hour after it happens. These issues come up too but nothing is ever really done about them. If we really cut the meetings and cut the decks, we could probably cut a whole lot of people too.

The CMOs potential for a new IC level in that org could really be something if it has real value to employees and isn’t just more work with a slight pay bump.

However, the RTO mess and everything associated with it poisoned the culture, caused real damage to people and unless they change course, things won’t change.

Heck I even found out today that Stankey was speaking at a conference with Ford touting our products’ ability to allow you to WORK FROM ANYWHERE. If that’s the case then why the he!! do his own employees have to work from these silly offices? They never learn.

OP had a legit ask and the few that responded are not being serious at all (or at least pragmatic).

You can’t even articulate the key items you’d want to see changed in terms of culture or business operations. Career advancement is the only somewhat constructive comment (but the poster raised RTO as the core issue and negated that suggestion). Also of note, this forum has also clearly made it known that T is too top heavy so what advancement are you specifically looking for?

It’s not remotely reasonable to think that action plans from an employee survey are going to:

1. Drive the removal of a CEO and BoD.

2. Change the company posture on RTO or some Flex approach given what we’ve heard - that ship has sailed until maybe the CEO eventually departs.

If those are really the only conditions you are expecting, then I guess back to drinking and b1tching.

Remove Stankey and shakeup the BOD. Make some radical changes in leadership. Nothing will really change until the dictatorship is removed.

There is no going back from this.

If they were serious about it, they know what they have to do.

Step 1. John and Jeff and anyone else who supports them needs to go.

This is the silly discussion this and most companies want when they get bad survey results. How can we take ‘action’ without actually taking any real action so that people will shut up. Have seen it before elsewhere.

Lack of career advancement opportunities is a big problem here but the biggest part of that is that there are few opportunities for advancement to actually apply to. There is word that MGO may create a new principle’ title for ICs but who knows if that will really be an advancement.

No matter what, the core problem is RTO and all the lies and distrust it has sparked. They refuse to change and as long as that is the case, morale won’t change.

You want old timers gone, then just give us an offer.

As John and/or his PR person likes to state, his statements speak for themselves.

In this case, the employee survey comments speak for themselves. He has made it abundantly clear that he takes zero accountability. Therefore, stop with the surveys, stop with the action planning, it is all futile and pointless. Just stop!

This is a pointless discussion, John. We told you what has to happen to turn this around.