I hear from several very “in-the-know” credible L3/L4 friends that 2025 will be the wildest ride. Rumors of 50% reductions/expense across multiple orgs. Attrition from RTO and normal surplus will certainly help with this, but where else will they be able to cut? Interest rate drops will positively impact pension lump sums and some will leave voluntarily. Legacy products being retired will trim staff roles. Fewer retail stores and less attractive sales commission abstracts will drive less sales and more PIPs.
Still gotta run the company, but how do you do grow it with 70-80k employees (or less)?
54 replies (most recent on top)
@zc9 regular VSP amount per years of svc and an additional $50K!
@z8x what was the offer?
@mxz Hoping they offer other groups the same in Houston as they did DEG here earlier this month.
Possum from Apr 4th post was correct. On May 14th, SE DEG was offered Emergency MOA Voluntary Severance pkg. Sipp + $50k to be off payroll by June 13…..It beats going to SSIM or crawling through attics in the future in Fla.
Big T thinks they can contract out a lot of work. What happens when you do? In two recent situations, contractors laying fiber cut a water main creating an outage in a neighborhood. Neighbors mad so boycotting ATT internet service. In another neighborhood, contractors cut a sewage line. Again, outraged homeowners! Not sure how many people are permanently boycotting ATT due to contractor sc--w ups but the numbers are piling up. As my Dad would say, Stupid. I am retired ATT and from the posts I see not much has changed. Unfortunately the misery is intentional.
AT&T Family—-the hand writing has been on the wall for eons now.
Like someone suggested—-GET OUT of the sheer nonsense of the current horrific regime.
Employees are paying for the leaderships ENDLESS boneheaded business failures. Stankey is absolutely shameful and should have been fired after the very least after ruining HBO.
Wishing you all peace and encouraging you to tell T to pound sand.
Heard from a possum that DLC (DEG) gonna git cut, most will leave, others to SSIM to finish up copper Bvoip installs mostly. Attics aint too bad for residential GPON once y’all git use to the extra 15 degrees and no breeze. Hot here in Florida. No work left in DEG plus another way to rid us of low performing managers.
@emn+1w5SBncp
So sweet that you've come to defend your husband.
Yes, RTO compliance is being used to weed out more people bc they hoped more would take the offer NOT to follow the job. Those who remained thought they were safe and weren't super diligent about taking the RTO requirements (which have been stated and repeated for months) seriously.
Unfortunately, there were different standards for those who accepted offers and those who chose not to follow the job. Those 'dead men walking' were allowed to get away with darn near anything bc they were going to be out the door at any time, so it wasn't worth the effort to start documentation. Everybody else, though, the RTO compliance began last fall, and by Thanksgiving, anyone with eyes could have told you that in office days and hours compliance was going to be an issue. If it took the January rant and rage about hours in office to give you a clue, it was probably already too late.
Yes take severance if possible. My husband was fired after 20+ yrs. That same week he received merit and performance bonus, glowing annual review, new projects… but was fired because his 3 day a week “in office presence” was too short over a 4 week span (he completed his time at home those days)
AT&T MNPC (Mobility National Provisioning Center) have hundred of employees just sitting collecting paychecks and night differentials. Nobody looking at AT&T MNPC too many managers, PM,TPM and everybody at MNPC just joking.....
I see the comments about T having dead weight and Yes, they do, however, no one has a corner on that market. There is plenty of dead weight "seat fillers" across the workforce from the top to the bottom. If AT&T wanted they would approach the CWA Union for Legacy T and work out an offer to allow voluntary termination to save others who want to work in other areas. This is 2025 and AT&T touts itself as a Global Leader connecting people but they don't seem to realize that should extend to their employees too. Employees can be your best ambassadors or your worst critics and in the current times, those in customer facing organizations are likely detractors due to treatment and the toxic work environment. People who work in administrative jobs Monday-Friday with no holidays or weekends have no reference to those who are in 24 x 7 call centers with low staffing and even lower morale.
2025 - the cuts have begun - there are so many organizations it can be hard to determine just how many are impacted and communication from up above is at best, lacking. The folks that are chosen are not always the low performers but it has been that way for my entire career. I've seen great folks cut to keep friends and that is wrong but it happens.
They just told us that AT&T Federal will have potential layoffs closer to Q4 2025.
The time is now to get out of that “Little Engine That Couldn’t” company. Volunteer for severance while you can!
What's with the "gotta"? Deep South rural USA lingo
They offered an informal surplus at the test center in Houston for 23 people and 3 low on the pole took it. When it becomes formal surplus I’m out of that rat race!!
T really needs to offer craft employees with tenure the opportunity to leave with severance. There are many techs that would jump on the opportunity in a New York minute! We’re sick of the job and ready to leave, but will stay as long as T is handing out paychecks for easy work!
AT&T is cutting business employees pay by $10k annually as well as applying a selling floor for representatives of 30%.
If they produce 30% in any metric/kpi, AT&T will withhold compensation of commissionable sales to sellers. In some parts of the organization, this includes sales numbers not meeting targets that are completely out of the hands of the employees. Management has no floor and is compensated 100% of production commission regards of meeting minimum sales floor required of their sellers.
They have also removed the element of representatives focused on retention and revenue.
The RTO of requiring employees to return to field offices that have been severely reduced and limited in space… while monitoring LAN connections is reminiscent of Squid games season 2 of representatives rushing to offices that are severely unprepared with not enough workstations… that it’s equivalent of fighting to get in the door to a “drop in” station with risk of losing your job if you fail to find a chair in this RTO musical chairs.
Absolutely a joke leaving the entire organization of sales reps disheartened and impacting moral in a fully negative fashion.
“Y’all working at the house know you are giving a fraction of the time you are getting paid for. I work with many WFO and I know.”
I’m in network operations, you think I have the luxury of not being available 100% of the time?
You’re clueless. Regardless if I’m at home or in the office, my work is the same. I need to be available within seconds 100% of the time.
Y’all working at the house know you are giving a fraction of the time you are getting paid for. I work with many WFO and I know. So just stop with the BS and be happy with the freedom you had and move on. You should be greatful for the staycation you have had. Any comments rebuking this statement are absurd and a waste of your breath.
I was let go over just about a year ago. Took my pension lump sum so it could not go down. There is life after AT&T. I don't miss the politics.
It’s a bad place to work. They can reduce cut as much as they want. None of that will matter when customers don’t want to do business with them. What they’re doing is directly impacting the customer experience. Simple tasks are timely to complete because of how an equated the systems are. As someone who’s worked with multiple telco companies and wireless companies. T is easily 5-6 years behind in systems. If I was a shareholder I would be very concerned about the stability of the company. If I was a gambling man now would be a good time to look into purchasing stock option for Q2-4. No way they can meet the commitments they made in the most recent town hall. What happened to “if you can say yes to”
Is the decision I’m making right for the customer, right for the company, right for the employees, right for the shareholders and is it ethical.
The answer is no.
Wasn’t the goal to have a much leaner company by 2026? So yeah, there will be a lot of layoffs if that’s still the plan.
Cutting call centers and Corporate accounting and billing jobs is the first step toward bankruptcy. Look at all the other companies who’ve gone that route over the years. That’s just the beginning. They all act like that’s the answer. When instead, it’s poor business practices from the top. But by the time they shift all the jobs outdoor to another country, and customer service begins to go down the toilet, then customers decide no longer shop there, It’s too late.
Isn't it amazing how some people can make stuff up like: "It has now been shown there are a lot of employees who have long abused WFH" and say it as if it were accepted truth? They must work in PR or marketing. Such authoritative sounding nonsense. Inspired!
Does that headcount include the 13,000 Frontier employees they will absorb if the deal goes through?
"To get to 70-80K employees, T would have to sla-ghter bargained jobs. More than 40% of the entire company (50% of US based employees) are bargained."
There were 300+ employees in my job title in 2005. Currently, they're roughly 85. Craft has been been downsized, an there's a current buyout pending. However, anyone who either designs, or builds fiber networks is busy, and will be for the next 2-3 hears. After that, most I know will have 30 years. FYI, craft has been surplussed, downsized, relocated, pay frozen, etc and the list goes on. There's not much more to cut. Now, the rest of the company will experience what our lives have been for the last 15 years. Good luck.
Leadership has stated call center closures are going to happen in 2025. Sure they have to offer bargained a comparable position but it will be several states away and very few will accept and just move off payroll. With all the RTO push do not expect them to offer WFH center positions like they did after Covid. WFH is gone until the headcount number hits what they want the. It will go back to a hybrid in about a year.
The goal is not less employees, it's cheap employees. In India.
Again, it would require tons of bargained employees be cut--bascially all call centers. And because there are just some things you can't do from India like installs and physical repairs.
There are also plenty of things that can't be offshored because Homeland doesn't allow certain servers/functions/etc. to be touched by anybody offshore. Unless we lose every government project we have.
Please, oh please, let there be a 50 percent HC reduction. The office will be such more quiet.
“ T still has so much dead weight.”
Starting with the C suite, and then four layers of “VPs”.
50% reductions is not even possible without selling off business segments or moving employees over to contractor companies. Unless DirecTV employees are on AT&T books
We get these kinds of posts year after year. And year after year, it is more of the same.
That's my call - more of the same. Layoffs will trickle in, but there is not going to be this grandiose layoff.
Yes and the “collbora-ftard.”
“delusional and low IQ if you think RTO is about productivity.”
Please start with downsizing staff support that continue to come up with policies, programs, systems and ways to micromanage to remain relevant. It’s like the government, they keep layering on regulations and needless tasks that are counterproductive in order to justify their own positions.
When do we start? Why stop at L3&L4? There are plenty L5&L6 that could use a right-sizing.
Get ready for 2025 downsizing.
Leadership has already shared this in town halls.
Buckle up everyone and get ready for a wild ride!
"To get to 70-80K employees, T would have to sla-ghter bargained jobs. More than 40% of the entire company (50% of US based employees) are bargained."
The goal is not less employees, it's cheap employees. In India. Why else would they insist that more and more whole projects be handed to them to work on independently?
Many US employees will be spiked and replaced offshore. They talk about the contractors but that's not the real goal. Vijay is not subject to ERISA, WARN Act, ACA, you name it.
To get to 70-80K employees, T would have to sla-ghter bargained jobs. More than 40% of the entire company (50% of US based employees) are bargained.
T still has so much dead weight.
Well. Stank’s goal is 50k so makes sense.