But he expects the employees to trust the leadership if/when they deliver the results of the employee survey. I know . . . They Don't Care!
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To those who assume that remote work equates to personal errands like grocery runs — that perspective reflects a narrow view of how modern work operates. The reality is simple: if someone is unresponsive or unavailable, there are clear channels to escalate and address it.
What often seems to bother people isn’t the errand itself — it’s the fact that someone else is able to manage both their work and life efficiently. Regardless of whether you’re at your desk or stepping out briefly, accountability lies in outcomes. If the work isn’t getting done, that’s a performance issue — and the system handles it.
And to those who knowingly misuse flexibility — the impact of that is already felt. Unfortunately.
@c1 This is so true. I had to always call back after Costco runs they went on.
"RTO has greatly improved availability of many employees who used to be impossible to reach for hours at a time."
Now I can Teams chat them from one floor away. Saves so much time!
Question is why someone still allowed being remote and not asked to move HUB, is it impossible for AT&T to find replacement in HUB locations.You can’t play dual and favor those who you want to be. Its wrong message being passed by Leadership and HRBPs. They are allowing wrong practices knowingly.
You should know by now these things are little more than corporate versions of a Vladimir Putin “q & a” session. All prescreened softball questions. The only thing worth listening to is when they glitch and go off message like Pascal bashing consultants at the end. Considering how much we spend on Deloitte, McKinsey and so on I’d be curious if Stank didn’t give him a paddling afterward.
What Does It Mean When a Company Hides McKinsey Results?
Unfavorable Findings
The report may have uncovered:
Operational inefficiencies
Financial risks or losses
Poor leadership practices
Cultural or employee dissatisfaction
Strategic misalignment
Reputational Risk
The results might damage:
Public trust
Investor confidence
Employee morale
Customer loyalty
Legal or Regulatory Concerns
Some findings may expose the company to:
Legal risk
Compliance failures
Potential investigations
Internal Political Sensitivity
The results may:
Threaten leadership positions
Criticize departments or business units
Suggest radical change or layoffs
📈 Benefits of Having Good McKinsey Results (and Sharing Them)
Investor Confidence: Signals strength and clarity in strategy
Talent Attraction: Enhances employer brand
Stakeholder Trust: Shows accountability and transparency
Strategic Clarity: Can align leadership, board, and employees
Momentum for Change: Empowers transformation initiatives
📉 Benefits of Bad McKinsey Results (Even if Painful)
If used constructively:
Honest Diagnosis: Identifies real issues holding the company back
Catalyst for Change: Creates urgency for transformation
Board Alignment: Helps justify tough decisions (e.g., restructuring)
Roadmap Creation: Offers a structured path to improvement
However, if hidden, it suggests the company may be avoiding accountability or deferring painful but necessary change.
"RTO has greatly improved availability of many employees who used to be impossible to reach for hours at a time."
And those should have been the first ones severed from ATT.
@c1 you should really go clean off your nose. It’s starting to stink and you’re attracting flies.
RTO has greatly improved availability of many employees who used to be impossible to reach for hours at a time.
I think the question wasn’t about being fully remote. It was about what’s so flipping wrong with hybrid model? Why ended it? Or maybe, it’s was never completely gone, meaning some of the hypocrite liars leaders are allowed to do so with 3/2 or 4/1 hybrid model and not being held accountable.
@bt you should really go clean off your nose. It’s starting to stink and you’re attracting flies.
"yet you complain and remain"
Just long enough to get to retirement or severance, whichever comes first. Until then, 8 & skate, it can wait!
"Sure, I'm unhappy having to RTO and actually work."
Yeah, there are always people who cannot work in an undefined environment, and have to be in a structured office with their boss telling them what to do. Those are the employees T should be targeting to get rid of first.
stanky’s wisdom eclipses mcKinsey’s metrics ... stanky smash - ego more important
I love Return To Oneness!
@b5 people like you who have their tongue deep inside c-suite butt are making this place toxic. You are the AVP/ Associate Director whose only job is to ask for update and repackage it and show to upper management as yours.
"The don't have the data"
Anyone else find that hilarious ? They can't get the weekly reports to work for over a year, and you expect them to produce accurate data on RTO productivity. LOL you can't make this up..
Its funny because before we flooded the place with all these H1B's and off shore labor while sacking the veterans that built up these services, we were called a "data" company..
Look at T now, it's the rotted out shell of an Indian curry restaurant .
Sure, I'm unhappy having to RTO and actually work.
"Sure it did."
Yep -- When I worked from home I typically left the computer on all week. I would check the computer at 6am prior to the kids waking up, then take 30 minutes to fix the kids breakfast and get them out of the house, and then back at the computer until the kids got home from school, which was normally around 630p. That is 11-12 hours per day if you are counting, and that excludes any time if I decided to check on something over the weekend. Now my schedule is 7a-3p: 8 and skate, it can wait. I think you can do the math. Great culture that has been created.
“RTO has cut my work week by 15 to 20 hours.”
Sure it did.
“ The saddest is part they do not have sufficient data to show productivity or collaboration has changed.“
“Sufficient data…”?
There is NO data.
Because they are not now nor have they ever been trying to measure anything
The policy is only about getting people to leave. That’s it. And that’s the only thing they need to measure.
"RTO isn’t going away. You need to decide if you need to."
RTO has cut my work week by 15 to 20 hours. I am 8 & Skate now. The time early in the morning and later in the evening I used to commit to the company is now my commute.
RTO isn’t going away. You need to decide if you need to.
"RTO is old news. No need to discuss. Leave if you don’t like it."
RTO is not old news if it is the most important topic to the employees, as was the indication during the town hall.
"The saddest is part they do not have sufficient data to show productivity or collaboration has changed."
Actually, there is empirical data from several studies that have been conducted, though not specific to AT&T. All the studies show there is no gain in productivity or an improvement of culture, and there is no gain in any business metric, outside a reduction in headcount costs.
He will continue to avoid it. The saddest is part they do not have sufficient data to show productivity or collaboration has changed. Therefore they will hold on to RTO to avoid admitting failure.
RTO is to just eliminate anyone whenever they want. There are so many people who were given exceptions and they are working remotely. Those positions can be filled by anyone but still leadership is favoring those whom they want and there is no RTO rules for them.
@a3 "RTO is old news. No need to discuss. Leave if you don’t like it. "
Ok. Fine let's play that game. Then give me a muther flippin' assigned desk! Stop making me drive to an office that's an hour away when there's one 15 minutes from my house so I can just sit on teams meetings all day!
They don't want anyone to "like" it...the pain is the point.
many outside of hubs are still able to avoid it somehow
Stankey does not work for you. He works for the board of directors who work for the shareholder. Their primary job function is to increase the value to the shareholder. You can complain and whine all you want about RTO. Nothing will change. If you can find an easier job that pays more, then take it.
RTO is old news. No need to discuss. Leave if you don’t like it.
"Culture". Ha!
Remember this is the same guy that personally promised to share the results from the very expensive, 3rd party McKinsey OHI survey last year, saw the results, and simply squashed the whole thing.
And then sent his minions to answer as to why with lame, fumbling, excuses...basically implying we were too dimwitted to understand the results.
"Culture".
I will bring this up EVERY SINGLE TIME I am asked about "culture", as long as I am still here. And probably after I'm gone too.