Many folks impacted by this RTO have offer letters that were marked as full virtual work (even before COVID). As positions were filled with many roles marked as virtual, many folks took these new roles which allowed them to follow through on their role and find somewhere they could afford a home (know some folks who work 5am-6pm to be available for EST). This RTO was provided with zero empathy (some senior leaderships laughed with jokes on a call regarding this, one even mentioning their nanny issues and finding a way for it to work- out of touch). While some folks live near 1 of the 9 cities, some are told those cities do not meet their role designation and are being asked to move elsewhere even if a hub is 20 minutes away. Stankey also said we had competitive relocation packages- lies there has been absolutely no info on relocation yet. The message being use is the need to build a work culture and collaborate- RTO doesnt allow collaboration since thats not how many of these roles work. You have 20+ people involved in initiatives and you have multiple initiatives to work through so they expect a round of musical chairs to meet together? Culture is built by a team and great leadership- not by RTO. If culture was the problem, it would be good to look at engagement per leader. This is definitely a surplus activity that is just being packaged as “consolidation of offices”. And if you quit before they announce any details (still pending), you wont qualify for a severance so folks are literally needing to wait and make a decision and not take a role so that they fire you and you dont quit and lose out on severance for your years of loyalty. Stankey has made the worst decisions in history, is not an effective leader of people and is continuously provided opportunities to run At&t to the ground.
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Unfortunately the remote workers didn't do much working.
"They should come out with a voluntary offer. State it is the last time a severance will be paid and I assure you tons would take it. At this point, it would be a fricking stampede."
You are absolutely correct, but this is the very reason they will NOT give a voluntary offer. The people at the top live in a bubble that is completely out of touch, but more importantly they are about control. If they do a voluntary offer, they lose all control and have no input on the outcome. If too many people leave, they know they would be screwed.
The whole process is center around control -- it seems to be the new high for corporate American execs.
They should come out with a voluntary offer. State it is the last time a severance will be paid and I assure you tons would take it. At this point, it would be a fricking stampede.
If revenue trends continue beyond 2023 this will not stop.
I hope you're right that there will even be severance packages....
There will be severance if you are moved outside of 50 miles. If they try to get out of that, the litigation will be more expensive for them then the severance.
Stankey is an A$$Clown, but the lawyers for AT&T will let him know
They’re like turds spread all over.
"Could have let 10k employees go to meet the FCF target."
This will end up only being a drop in the bucket.
** I’m willing to come in as long as my boss does. Don’t ask the low levels to do something your not willing to do. **
Good point. On a town hall, when asked if he is relocating himself and his family, Legg basically answered he will be in the office when he's needed. So, no. He's not. But you have to... plebs.
Could have let 10k employees go to meet the FCF target but with severance an additional 5k needed to be cut to offset.
What does anyone expect from this horrible leadership? Mercy, Love, Compassion, Respect?
If it will save the company money then you already know what choice they will make.
I’ve even heard off-color jokes, laughing, and sarcasm about things. Pathetic and disgusting behavior from our “leaders”. I pray that their day of reckoning will come just as ours is upon us.
You should have filed an anonymous complaint. Easily done via email.
I’m willing to come in as long as my boss does. Don’t ask the low levels to do something your not willing to do.
I have been in MS Teams rooms with VPs from across the company long after completion of various projects. They forget to purge the list of members in the room - and sometimes they speak awfully candidly about surplus, lay-off, and even specific employees. I’ve even heard off-color jokes, laughing, and sarcasm about things. Pathetic and disgusting behavior from our “leaders”. I pray that their day of reckoning will come just as ours is upon us.
And if you quit before they announce any details (still pending), you wont qualify for a severance so folks are literally needing to wait and make a decision and not take a role so that they fire you and you dont quit and lose out on severance for your years of loyalty.
No kidding. Why would you even have to mention that if you quit you will not receive a severance?
This folks that moved should have kept the surplus in 2019 in their memory where they required people to be near a hub. The needs of the business change,.
If culture was the problem, it would be good to look at engagement per leader. This is definitely a surplus activity that is just being packaged as “consolidation of offices”. - 100% correct
'And if you quit before they announce any details (still pending), you wont qualify for a severance so folks are literally needing to wait and make a decision and not take a role so that they fire you and you dont quit and lose out on severance for your years of loyalty.' - I hope you're right that there will even be severance packages.... There is info out there stating the opposite. #fingerscrossed
Needs of the business have changed.