Our manager met with us to go over their survey results. They weren’t good. Now they are asking us (their direct reports) to write their action plan on being a better manager - this is exactly what a manager does and not a leader.
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Typical Post-COVID "Leadership":
"We'd like to know your candid thoughts so we can improve your workday experience".
...later:
Stankey: "We read your survey responses, now let me tell you all the reasons you are wrong."
the action plan we need is for stanky you can’t repair a system when the fault is at the top sooner or later it will spoil again
Has any employee survey action plan ever been executed and worked? Asking for a friend.
This will be another "powerpoint v 32 - final" failure exercise. It's lost. The culture is lost. It's never coming back. The sooner our AVPs, VPs and SVPs understand this, the better off we'll all be.
The following memo is Sleepy Wards action plan:
To my AVP’s:
Stankey wants an action plan to the employee survey. I want each of you to send me a plan by eod Friday. I will designate my super special power point slide aggregator minion to consolidate and present to me. If you have any questions, wake me up. If I am awake and have am exhibiting a blank stare, make a loud noise or put a hard candy in my mouth and I will start blinking and talking again.
Tasked with identifying the outliers in the group and mark them fir surplus. That’s the real action plan !
"We have employees with a lot of free time downvoting systematically..
What a pathetic people we work for or with .."
Pot, meet kettle.
Oh yeah. Simple as that.
Employees provide (yet another) round of feedback, which is immediately acted upon by Stank and the buttlick brigade.
Employee concerns are almost all eliminated without any anti-employee bullsh-ttery to take their place.
AT&T becomes a good place to work and we all hold hands and sing kumbaya around the campfire.
We have employees with a lot of free time downvoting systematically..
What a pathetic people we work for or with ..
@bm exactly true, thousands of employees in the US (not offshore) have the especial privilege to be virtual (not temporary), not because the job requires it, nope, not because they are exceptional , nope, not because they have a disability, nope, nope, they are simply dearly “especial” to their supervisors and that’s what it takes to get them approved.
“ I also noticed in his statement that they aren’t going to make folks move any longer. A little gem that over looked. No more moves, they are just going to surplus and backfill in another location. Check the internal jobs, they are mostly in Dallas now.”
They are absolutely still telling people to move. This week two people on our team were told their location is no longer an approved location and they can move to Dallas or Atlanta by the end of the year or surplus out..
"So you are getting an opportunity to recommend change and you are also complaining about that?"
I am guessing you did not read Stanks response to the employee suggestions last Friday.
So you are getting an opportunity to recommend change and you are also complaining about that?
Write an action plan to prevent the sinking of the boat we are in that does not involve plugging gaping the hole in the hull or stopping the rapid influx of water.
AVP: -How about a wear your favorite fun socks day and share pictures?
P.S. This last part literally happened.
Why asked everyone RTO and hiring crazy offshore? Kind of ridiculous if face to face is so important
Here's a plan. Research bak to 2006 and put in bullit firn every tagline this ghost ship put out there.
Talk straight, follow through.
Quality endures.
Bo-g rips in the parking deck!
Stair case walking all day to avoid work -
I WILL ONLY COMPLY MALICOUSLY MF!
Zero effort, Zero Extra, Zero Fs
Manager went over the survey results with us as well. “What is AT&T going to do to show we care about our employees? We’re not planning to raise Health Insurance rates for 2026!”.
Yay? This does nothing to help the low morale and cultural score I gave the company.
I also noticed in his statement that they aren’t going to make folks move any longer. A little gem that over looked. No more moves, they are just going to surplus and backfill in another location. Check the internal jobs, they are mostly in Dallas now.
See it as an opportunity to paint the picture that all these problems go away if you just let people WFH unless there’s a reason to be in the office.
If you want to go in the office everyday, DO IT! If you don’t want to go in the office unless there’s a reason for you to be then that’s fine too, but you will be there when there’s good reason.
Why is it so hard for people to grasp this fact. Not every job requires office presence everyday.
Action Plan. WFH.
Stankey said virtual and hybrid designations are no more…
As normal, he didn’t quite complete a statement with the rest of the story. Let me correct that comment. Virtual and hybrid designations are no more..unless you are outside the U.S., where we want all of our workers anyhow.
There..a accurate, truthful ,complete, and correct comment from our C Suite for a change.
Stankey said virtual and hybrid designations are no more. 1000’s are still virtual and their avp is letting them do it.