So as the 2nd round of cuts concludes I am wondering if anyone knows the criteria looked at the determine who gets cut? Last round seemed to be managers with lower metrics, but this time it seems like it was geared more towards tenure. That's the only common thing I see in my center. We had two area managers and five team managers cut today.
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The group I track lost a 4th level leader and almost 10 2nd levels last Friday, but no 3rd levels at all. I'd have to guess the next cuts will be rather full of 3rd levels after the company digests and sorts through all of the recent 2nd level and below cuts. There seem to be quite a few 3rd levels in the company now with very few headcount reporting to them. I thought 15 reporting staff was the minimum number the company wanted for 3rd levels?
@K5g9HY3-1uwu Your advice and insight are on point.
Listen to what @K5g9HY3-1ktr has said. AT&T is a very unfaithful partner. THEY need of you, and demand so much from you until they decide THEY don't need you. Do your job to the point that you can sleep at night and no more. Take advantage of what you can while you can. Start living like you earn less than you do now so when the axe swings, you won't be in a bind. Being debt free is liberating experience. I know it's hard, but work on it. You will be surprised at the things you thought were important. This way when AT&T says "what ever BS" they are spouting this month, you can say "Thanks for the memories"
This is not overly complicated. It is about cost saving and efficiency, return on shareholder investment and fat cat compensation. If you are "older" (w/in 5 years of modified rule of 75 you are at risk), if you are virtual (collaboration zones), if you are not located near a HQ office (Dallas/ATL) or your boss doesn't like you, then you're at risk. Randall has stated publicly that they want an inexpensive (outsource/offshore) solution, a younger more agile workforce, moving towards automation where they can and the list goes on an on. These jobs will not be filled domestically - they will be filled in Eastern Europe, India or sold off to IBM, Tech M, Sykes or any other reputable vendor that will lower over cost. This is not about doing the right thing for customers or employees. Bottom line (and I've been seeing this stuff since 2000), is we are all at risk. Don't over think this stuff, it will drive you crazy. Develop you skills, milk what you can from benefits like 401k, medical, education, training, etc. Beef up your resume and be ready to act, quickly when your number comes up. Sorry about those who are leaving, but I'm not leaving it to chance.
This was honestly a bit random, also in KY and not virtual. The ones cut typically had great overall stats, one was close to retirement, and as far as social circles, the ones cut were pretty well in with higher management and always involved in projects that were not mandatory.
Meant school affiliation...
There are religious/ethinic/gender/age/school affliction/regional-location etc. biases. Most are unintentional and it's a fact of life. it's how old school traditional companies operate. You'll likely hire/do business with people like you or those in which you feel comfortable.
But bleeding edge Internet/software companies are desperate to shake these sorts of biases, esp. ideological/thought/group think bias.
It's destroyed att. And while Stephenson chased the cash on his balance sheet he forgot that real innovation doesn't happen when everyone is cozy and agrees by the campfire.
Not tenure, and I've had good performance evaluations. I know of several people who are near ot at retirement eligibility. None of them were surplussed. I am however a teleworker (not by choice). You will see on this board that "virtual staff" were let go. So one case is, you have a desk.
Now years ago at a town hall I recall my VP stating that AT&T doesn't like doing business in California. That means several thing- namely that it costs more to do business there and employees cost more in that state.
So if the majority of your group is located someplace else, and you are the sole employee in California, you get axed.
Another thing is do you fit with the dominant culture of your director/supervisor? For example, is your group made up predominantly of a religious or ethnic class. If so, then you are a victim of cultural bias. It's not supposed to happen, and they may not know they are doing it, but it is real just the same.
You are not a new hire. New hires are automatically protected. There were several contractors converted before the cut that fit with the predominant culture of my work group. As such they are protected by time on title.
Your group has a club of people who have been friends for a long time. They are also friends with their management and have a long history together. If you were merged or not in the club, you get the axe. That's human nature.
If you are a 3rd level, you did not get the axe.
This is what I am seeing in ATO.