The company’s obligation is to the shareholders. This company is experiencing competitive pressures and will continue to do so. You are owed a days pay for a days work. YOU are responsible for your future. Stay current on your skills to remain relevant.
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To add to that - people say, "under promise and over deliver". I am curious on how much a union, or a company structure influence by a union, tends to over promise. "This is a job you can get into and work until you retire", "They will take care of you", "Don't worry - we will protect your job". When those promises don't come to fruition it will just cause animosity, frustration, and disengagement.
I suppose I just don't have an expectation that those types of statements are true. It's about giving. It's about value. On top of that - it's a two-way street. What value do you bring the company, and in addition what value does the company bring to you? If you aren't "giving" and bringing value - you dont have job security. If the company isn't "giving" value - they don't retain a skilled workforce. There is a balance to it IMO.
2tpu - I assume that the comment was a reply to mine. If I'm wrong, I apologize.
I understand that only a portion is bargained. I've been on both sides. I was saying that I believe that a lot of the disengagement, inability to change/adapt quickly, and need to reduce workforce rather than shift an existing workforce into a new role can be influenced by a unionized structure. One example is if you don't have a workforce that will adapt and transition, possibly because they don't feel like they have to or need to, change will only cause raised frustration and resistance. Rather a company that hires with the expectations that your role may very well change, and may not even be in the same area of the business a few years from now, has a better chance at facilitating that change - it's expected.
20+ years in the same role just doesnt seem realistic in the technological age we are in. Who knows, I could be wrong - it's just what I've seen and expect.
Not saying trust AT&T or any company. You're in this for your own success. There has to be value on both sides. You have to bring the company value, however they have to give you value as well. I've been with the company for a while - however I'm always taking up discussions with other companies for employment. I've been lucky to have T match my compensation from my job offer twice - so I still see value in staying. Once I find another opportunity that brings more value and T can't/won't bring that same value there is no doubt I'll make a move. It's a business decision for me and my family.
Still don't know what "zero loyalty" means. Are you selling off their secrets to a competitor or something? If you show up to work every day, it would seem you are loyal.
Now that Trump is president, T will have a harder time than ever shipping our jobs over seas
Overseas workers are glad to take over your job at a lower pay. Good paying jobs are few in those countries so they love the AT&T pay which is a fraction paid to at employees in the US. T can show higher margin and out sources more..... Mexico, Philippines, etc. T doesnt want employee loyalty, they want lower costs and you are a hindrance to higher margins. ACCEPT REALITY OR LEAVE.
"I get paid on time."
It is a financial arrangement, if you didn't get paid you would not be there. It has nothing to do with loyalty.
"If this company gives a damm about its shareholders, why is Randall still around?"
Because, at the last shareholder's meeting a month ago, Randall garnered 95% of the shareholder votes cast. The results are on the SEC's website.
"You owe the company zero loyalty, treat the company the way it treats you."
I get paid on time.
Wrong, only a portion of the people working here are covered by a union contract.
You are essentially saying to just trust the company, do you really work at AT&T? If so, you need to pay closer attention to what is going on here.
Just my opinion, however I believe that many of the issues frontline employees face within T have been created over time by having a union. Don't get me wrong - I understand the intention behind a union. A union serves a purpose, but does it still yield results?
Look at some of the top rated companies to work for...
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Google
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Facebook
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Adobe
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In-and-Out Burger (Yes - that's crazy...)
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Salesforce
Then look at some of the largest industries that are unionized...
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Steel
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Education
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Communication (largely wireline)
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Automotive
I can't find (and please point it out if I'm wrong) any relevant top-rated companies to work for that HAVE a union, and it seems like many of the unionized industries are the ones suffering due to irrelevance, disengagement, and lack of performance.
Why is that? Could be coincidental, however it seems like they may be their own worst enemy. Sure, they attempt to protect benefits, salary, and some good employees - they also protect some of the most toxic employees. This inability to remove toxic employees increases disengagement- as its contagious.
It also has a tendency to not recognize and reward employees based on results and behaviors, but rather de-individualizing the process and focusing on milestones and/or entitlements (seniority is an example). When you do that it makes people just numbers. This contributes to disengagement, as well as rewards tenure rather than productivity. The most productive employees will seek other employment leaving behind a workforce that is focused on hanging on until retirement - rather than performance.
Finally, it can prevent a business from pivoting and being innovative, as asking a bargianed workforce to change what they have being doing for a long time becomes a heavy burden met with a lot of resistance. The successful tech companies that have engagement can quickly change direction and attract top talent, by paying them more, giving them more, and at the same time asking for more. Yet a bargained workforce can't pay the new guy 25% more and negotiate PTO and other benefits over a guy who has been with the company 20 years.
In the end, it is what it is. You can't change it now. Over years and years the company molds itself into this "identity" and even not having a union would likely do nothing at this point. It's live with it - or move on. Plenty of good work out there these days!
OP said: "The company’s obligation is to the shareholders. This company is experiencing competitive pressures and will continue to do so. You are owed a days pay for a days work."
That's so naive. "Shareholder value" turns out to be a way for executives to increase their own salaries. It's not about shareholders or a day's pay for a day's work for Stephenson wouldn't be $82,192. Why do people fall for the corporate propaganda?
Go ahead and collect your dividend while the company implodes and it's stock price gets s---ed down the shi##er.
At this point in Randall's failure at running a company, the best thing T could do would be to eliminate the dividend and use the revenue to pay down their massive debt. But AT&T 'leadership' has no ability to look beyond the most superficial solution.
https://finance.yahoo.com/quote/T?p=T&.tsrc=fin-srch
Make sure to click 1month graph.
Have you calculated whether the 6.5% div has broken even yet if you invested the last 5yrs?
ATT mgmt and board gives us short sellers the confidence to go short.
Keep up the good work. We'll keep watching :)
You collect the 6.5%.
I collect 100%+ in 1 month from ~32 to 30.xy
Good luck with your 6.5%
:)
Keep wasting your $ buying the puts while I collect the 6,59% dividend!!!
Follow leaderships example
Do what is best for you, T has no empathy
Randall has no issue getting millions in bonuses for poor performance
Who's smarter the brown nose busting his a-- sling more and more and getting same pay - trying for security in the job by giving up personal life outside T - same 2% raise
Who's smarter.the person doing a days work for a days pay, understanding the ratings and metrics are a joke and only a tool to intimidate, having time for family and a balanced life getting paid the same - same 2% raise
T has lost its way.
Look at the leadership experience- it's not building companies, it's retooling and surplus, raiding and revenue, forget the other,outcome long term. Debt is a tool to meet revenue bonuses Stinkey attitude is a good example,of what you can expect in the future
There is no security. It's a runaway train. A shell game employees will never win
There is life outside of T. Make the best of it.
This is the ignorance of a numbers only aspect.
I don't care if you are a low level union tech or a 4th level manager.
The mantra of you are only owed your days pay has set the company back.
There is no doubt the expectation if to put out robotic like numbers.
This logic will bite the company in the a--.
A company is only as good as the employees.
No doubt AT&T treats their employees like garbage. We are the last line of keeping customers.
Wen your job is a potential surplus that means you will only work hard enough for that days pay.
At&t's down fall is their own.
The employees have been the one's who care.
What happens when we don't?
This pig is going down
The company doesn’t owe all the lazy incompetent managers any thing. Its time to look for other work.
I go to work every day .. I steal away profits from the "Rightful" owners of my labor, the shareholders and the C-Suite.
Blah blah blah. Your old corporatist line is tired and lame. Spare us. If this company gives a damm about its shareholders, why is Randall still around? Why has the board not taken action to end his incompetence?
T leadership has no idea on how to gauge the relevance of their employees. They are ham fisted in everything they do, especially how they determine who they cut. I have seen individuals with masters degrees in security as well as in data analytics surplused . We work for a big dumb giant. OP says, "The company’s obligation is to the shareholders". It used to be the actual paying customers you tool.
T doesn’t care about skills or talents.
such an insightful post. don't try to stay current on whatever T is trying to shove down your throat. go out and learn what is relevant in the IT industry.
You owe the company zero loyalty, treat the company the way it treats you.
I didn’t managers worked on saturdays making posts on this site.....
Great pep talk!
Now let’s go make Randall some more money!
Don't worry we are taking care of business. We are shorting the $hit out of this junk.
We are cheering for you :)