The narrow, short term vision of T upper management is destroying this company.
12 replies (most recent on top)
2bby..oh now vp's are victims too lol?? good one. Next month "someone" pretending to know and work for Stank/Dono/de lawill proport they have no real power either. And we're just following orders.
They're evaluated on nps feedback (or were). I think at the VP and even the AVP level (is where the buck begins to stop) with full stop at Randall.
Now we see the price of status quo cowardice. There was a time to speak up unfortunately that doesn't work now shrouded in fear. Nothing is getting done working scared.
we are screwed, It’s good to promote people from within and let them develop while staying at AT&T, unfortunately they rather forced them to leave if they want to progress in their careers.
Do you want a temporary job or a career? It is up to you
You guys are funny. I used to work with a lot of the VPs on a regular basis. They don't know anything, either. Some of them read this board because they're just as in the dark and scared as anyone else.
Get rid of the corrupt HR, bring new talent
FYI - they do not allow that we post names here - they will delete all your posts and ban your IP - happened to me!
i would tell vp to get rid of fat people first. they take their jobs for granted and get fat.
@1rmy: this is complete b---s---. Everyone has someone they answer to but they are responsible for their business unit. Instead of finding other ways to reduce the expenses they go right to the easiest fix .. layoffs.
I think when Randall can get helping figuring out the direct correlation to his bad culture on his spreadsheet/balance sheet he'll figure out how to protect vocal/detracting high performers who end up on the surplus list.
The vps have little power to change things. They can protect their favorites but can do little to impact any downsizing targets. They are afraid for their own jobs.
Agree with mue.. there should be zero tolerance for targeting "identified"detractors.
To see how flawed even some leading management schools are finding these surveys follow up with a completely anonymous survey. Highlight to leadership that it is a disciplinary action to target detractors and don't base scores on leadership bonus. You'll see disparity and you'll get unprecedented truths. I can assure you and you'll likley get greater participation from people who are no longer afraid to fill them out.
Stop seeing eNPS "detractors" as someone who needs to be targeted for layoffs and stop telling your direct management reports that they should "smile more" and give them a reason to smile. We had a new VP come in and started on the wrong foot. He treated his direct reports like children.
Stop disrupting disrupters and spend a couple weeks where the disruption in bubbling.
Seriously there should be a whole group of disrupters. Where they can work together on like intiatives. Intergrating then in current culture causes for untalented leadership to see these people as the problem and not their own status quo mindset. Put them in a place where they are protected (at least for a determined amount of time) and be allowed to defend, expel and create new things.
As they show and prove - perhaps the broader t culture will adapt and accept them. And as Randall sees the dollars adding up on his spreadsheet perhaps he'll get on board for real systemic repair and culture change.