VPs notified Wednesday and shared with their staff. No group spared. Names of those on the chopping block due Monday. Not enough boomers and gen x left to volunteer. Not enough RTO non compliance id--ts to sacrifice. This one is bad. Not a rumor.
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If you are an orchestrator you may be sc--wed
News flash since 1983 divestiture Ma Bell was no longer a monopoly. Baby Bells have been reconstituted into 3 carriers. AT&T provides wireless, network transportation and broadband. Plenty of revenue to be made from these products as long as leadership remains focused. Of course there was the 10 year+ media M&A distraction but now they are back to being a communication company and that’s a good thing.
My boss reports directly to Legg. He told us we was safe. We was all rated as exceeds on our last evaluation. What a relief.
The Legg org is a joke. The punchline is True North.
“ My AVP told me mid-week last week that another round of cuts is coming June-July.”
Classic T. Ready, shoot, aim. They contemplate what needs to be done but then it takes months to figure out how to do it. I got news for you. Your AVP is bald and is getting their info from an equally dopey bald man who can’t even remember where he parked his car in the morning.
My AVP told me mid-week last week that another round of cuts is coming June-July.
Let me break it down for you. Legg is T CTO, he has a degree in underwater basket weaving. Do you honestly believe anyone internal or external considers T a Tech company? Absolutely not, they have made this company a laughing stock. We are managing decline!
I hate to be the one to break it to you, but we’re not a technology company.
I took it to mean that the people did tech-stuff, as opposed to sales or customer service.
Every company has tech people. Servers, mainframes, cr-p like that. Everyone I work with has degrees in STEM fields--our bosses/managers are another story. Hate working for people who don't have a tech background.
“Sorry, but Legg organization is primarily technology”
I hate to be the one to break it to you, but we’re not a technology company. Cya!
Sorry, but Legg organization is primarily technology. We deal in numbers and facts, not >exaggeration, stereotypes and lack of evidence to support bullsh-t opinions.
You don’t deal with anything but incompetence, non-technical managers, runaway trains, meeting organizers, do exactly as written offshore developers, VP’s that are in a coma, and a CTO that missed his calling as the campaign manager for Kamala Harris. What a complete and utter disaster your organization has become. Numbers and facts? Your number is zero and so are your facts.
Any idea on the off payroll date?
Sorry, but Legg organization is primarily technology. We deal in numbers and facts, not exaggeration, stereotypes and lack of evidence to support bullsh-t opinions.
Quit repeating this uninformed bullsh-t.
Quit focusing on irrelevant details that were clearly hyperbole to make a point? Is this your first time communicating with other humans?
*"WTF are so many of you still doing here?" *
If it's so bad, why are you still here? Even 60 isn't "nursing home" material. (Are your parents retired if they're over 50, and in a nursing home if they're over 60? And if you haven't noticed, even the federal government has, for years, indicated 65 is the age of retirement and in recent years raised it to 67.
“Quit repeating this uninformed bullsh-t. Not even a majority of T employees are over 50, much less 55.”
Maybe in other offices but in mine it’s like 90% over 60 years old. Every day I look around and all I see are people who belong in nursing homes. Retire already! WTF are so many of you still doing here?
You have to remember the majority of T employees are over 55.
Quit repeating this uninformed bullsh-t. Not even a majority of T employees are over 50, much less 55.
Per 2024 sustainability reports:
Percent (under) 30 years old: 13.69%
Percent 30–50 years old: 53.19%
Percent (over) 50 years old: 33.12%
https://sustainability.att.com/reports/reporting-frameworks/gri (GRI 405)
And these are from sometime last year; I'd venture to guess a lot of the people who left in the latter half of the year were over 50, possibly lowering that ~33%.
“Someone printed something? Doesn’t sound real. What is this, 1990?”
You have to remember the majority of T employees are over 55.
It's larger than you would think considering the percentage will not include offshore or contractors and it's in addition to previous wave 3 headcount.
I tend to agree with you. I saw my VP pick up a printout that had been sitting on the printer for a while. It was instructions on how to conduct an employee separation from the company—all the clicks needed to fire someone in Workday.
Someone printed something? Doesn’t sound real. What is this, 1990?
“#MAGA”
Nah, more like “#SM3GMA” you 🤡 🖕
ATTENTION #FCC #DOJ #ATT #LEGG #STANKEY
- Confirm that recent DEI hires are included in this layoff.
- Confirm that layoff is fair and equitable.
- Confirm that layoffs from Wave 1 - Wave 3 (2022-2025) have been equitable.
- Confirm equitable hiring for purges has been equitable (2022-2025)
- Request all emails from Jeremy Legg and John Stankey (2022-2025)
Did hear of a group in Dallas whose RTO date is 3-17. Not sure which. They might be making room for some bodies coming in.
Ha, 15%, that's like a cup of water from the pacific ocean. I would have guessed at least 30%. When will they get serious about overstaffing and drain the swamp?
Anyone do the ‘leg’ work and estimate how many people 15% is? Does that include off-shore and contractors?
15% is a good start.
I would volunteer if they would have asked. I am ready to take my severance and go.
It can even be more than 15%. It depends on your organization. It is a bloodbath. Useless VP and AVPs doing this. It will help with overcrowding in Dallas and Plano and Lenox and Alpharetta. Not enough boomers left to cut. If you have violated RTO rules of the game, you are a good candidate. If you are a virtual, you are a good candidate. AWGs are now submitted.
I tend to agree with you. I saw my VP pick up a printout that had been sitting on the printer for a while. It was instructions on how to conduct an employee separation from the company—all the clicks needed to fire someone in Workday.
It’s possible that someone’s departure is being planned. Leadership has been micromanaging the attendance report lately, and my money is on them letting go of those who have shown up on that report with less than three hours in the office.