Thread regarding AT&T Inc. layoffs

I used to wonder too about Donovan, Mair, Stankey, Smith et. al, but I think they are symptoms of cultural sickness that's written about here a lot . The buck stops with Randy and the board. But it also means that Randall will have to stop selling used cars to shareholders/board and the board needs to start asking better questions when Randall starts to sell the moon and the stars - like this pie in the sky software company or acquisitions like dtv and other failed ones too.

It's time for a lot of leadership new blood, otherwise more titanic sinking and the CEO shuck and jives to the shareholders.

What a Sham, will Scott Mair, senior vice president of technology planning and engineering for AT&T Services, be accountable for such failure...Among others.

the entire "Pivot" and 2020 move is to allow the company to dump people claiming they did not keep up with the requirements. Excuses will continue but in the end more layoffs and a lot more out sourcing to countries where the pay is much lower or to contractors who do not receive medical, 401k, vacations and can be dropped without notice.

No kidding, The company anticipates that higher levels of automation in its new network will shift jobs to new areas by 2020, there will be tens of thousands fewer people needed to operate all segments, Instead of one big layoff, We will anticipate that there will be several thousand people who will be let go each year as demand for the skills to run the older technology diminishes, no need to hope is just matter of time, I foresee leaner groups, less management and more technological advanced workforce, which is not 60% of the current workforce

I'd argue low performance is apart of the culture. Going along to get along is rewarded from what I've seen and that means, not ruffling feathers or being creatively "disruptive". That sort of of status quo, regimentation causes lifeless "performers" to really "shine". It exposes people who don't belong and some of those "outsiders" get put out with the surplus. This is going to be a fascinating uncovering.

Yes the nps internal survey and the rating structure is mired down in old school of thought re: finding, rewarding and growing talent. T loves Harvard business review and there's so much research put out by them to suggest a major revamping needs to take place. But that would require a cultural revolution that t can't pivot to. The money, the innovation etc, this thriving software company - is in healthy culture.

And culture is something that I think any behavioral management consultant would blame on the c suite and Randall mostly, for thinking that he could pivot this company without making meaningful systemic and core changes.

As for pay and comparable jobs, that hasnt really been the case from the people I know from the last two rounds of surplus. They've mostly gone on to earn more money (esp. The ones who were targeted because they were outside of the box". There is even a thread here re: that. I do believe that the low performers and those who thrive in t's culture won't fare better as you suggest, due to the false sense of productive meaningful work that t perpetuates. People who are rewarded to go along to get along, won't make it in this changing economy.

"Spam of control"- that's a goodie 😉

The handling of low performers at T has really not impressed me, it has worked in many instances that I have personally been involved in. the person has been promoted without merit.

At the end of the day, we are each responsible for our own career, and we aren't always connected to the right people or projects to give us what we need to make us shine. Managers at T did try to help, in my experience, most lack experience and acumen, while low performers can hide, lurk, and generally annoy everyone on their team (who are typically powerless to change things, since managers are judged and bonuses based on spam of control, giving them a disincentive to fix things, and they don't), In my experience, the handling of low performers at This company comes from a place of optimism and support, but everyone in management pretends that the problem doesn't exist.

Completing Capabilities Evolution training will not secure your job. The training is high level and in no way applicable to your current job. The training is worthless just like the Company's assertion that they will only need employees that "pivot".