Non/low revenue generating product and subsequent supporting staff.
All Sales Centers -Global, National, Small Business, Retail, will restructure and ancillary support segments such as marketing will be impacted.
The focus on Broadband Mobility & Fiber, and the push towards stronger 3rd Party Sales via Partner Channel adoption means the legacy wireline led Sales Model is obsolete, the Strategic Account Lead-(SAL) position is being redefined and many of those highly compensated individuals will be forced or managed out of the business. Middle Mgmt and some AVP level roles/positions will also be collapsed.
People are already being tapped to retire and much like last year's employee exodus from the potential loss of the augmented health insurance supplement the potential loss of a large amount of $$ due to the new pension rates will drive some employees to leave before the end of the year, w/o the need for T to pay a severance package
Bottom performers in Sales are already seeing an acceleration in Performance Management Policy Enforcement in order to manage them out of the business without the offer of a severance.
Other than the low performers being managed out of the business the Mobility Segment is initially safe-but it is still TBD as how to best right size-TMO & VZ are cutting their mobility sales reps and account leads-so T will follow-suit accordingly.
Ideally people will be off the books at the start of Q4 so that the EOY metrics will look better to the Street.
Happy 2022 Everyone
29 replies (most recent on top)
Union by 9/15, although the first and second lines already know the final surplus numbers by now. Unsure about when management would be informed.
So when do the calls go out for the cuts/layoff?
Retail needs to shed more ASM.....some stores have 3-4 because of the lazy managers whining all the time about doing actual work
AT&T could save a lot of money by becoming an MVNO on T-Mobile'S network. This would save a lot of jobs.
Techs in out of region states are driving ridiculous distances to jobs, sometimes 4-5 hours one way. I can't see how that is considered efficient and cost effective considering the price of gas not to mention the cost of overtime. I can't understand why T can't outsource those distances to a more local vendor. T just insists on keeping the work in-house no matter how insane it might seem! Changes have to be made or something's gotta give!
Getting mixed messages. This forum talks about all the techs being hired with no work. However spoke with a outside AM a couple of months ago and he said in his area replacements are the last option. However it does feed into the posts about techs getting OT because of ridiculous driving distances to work jobs late.
Hitting 20% will be no sweat and not cost AT&T a dime in severance. Bargained employees, those in a union negotiated collective agreement, tend to have higher voluntary attrition rates and no surplus is needed. If stores and centers are closed during rationalization, good bargained employees will be retained and moved to nearby doors or made virtual. The ones who do not meet performance measures will be coached out of the business. The technicians are being monitored closely as we speak and as soon as one of the area managers figures out how to read the informative dashboard, the non-performing techs will be dismissed for cause for camping outside the Burger King for 2 hours.
There is currently no threat to the bargained employees, yet the final surplus numbers are due to be submitted to HR today and the initial ones were sent in on the 11th by the area managers. Final official numbers will be announced on the first by HR to management and the union employees will be notified on 9/15.
There is currently no threat to the union jobs at ATT! The only personnel at risk of losing their jobs are the non-bargained for people. They should probably have something lined up between now and the end of the year depending of course in which business unit you currently reside. There's just so much work in out of region states that there's no way T can afford to lose technicians with the current hiring freeze in place.
How will they bargain with the union if they don't have managers to fill if they threaten to strike? Plenty of suppliers are in line willing to sign installation/maintenance MSA's with AT&T. This plan will reduce union jobs to nothing.
how will they bargain with the union if they don't have managers to fill if they threaten to strike?
Should be a reduction in the HVD team. A group of people that have zero IT experience for the most part.
my work is swamped and plenty to do look forward going into work.
clue - i don't work at att.
Honestly a reduction of 10% in HC and the sell of some useless property is what is needed.
All this information about upcoming layoffs... With the strict legal requirements on layoff timings, universes impacted, criteria and need to know, hardly seems likely the details will be found here. Wishful thinking? opinions? fake news? Probably.
Layoffs are done in compliance with the law, and for bargained for employees, they include any additional contractual requirements. Here is the WARN act on layoffs (courtesy of Google):
The federal Worker Adjustment and Retraining Notification (WARN) Act (or the Act) requires all employers in the United States with 100 or more full time employees to provide 60-day notice in advance of mass layoffs or plant closings. The Act applies to full time workers who are not on a temporary assignment. The Act was originally passed in 1988 and seeks to provide workers with sufficient time to prepare for the transition between the jobs they currently hold and new jobs.
If an employer does not provide the mandatory 60-day notice, it must pay back pay and benefits to the affected employees for each day that the employer failed to give notice, up to the mandatory 60 days.
Get rid of the unneeded workers. Don't want to have workers around doing nothing.
Need to reduce the in house sales, cut the field techs drastically as both are unproductive
Like the entire website has been for years with nothing ever coming to fruition, it's pure BS and we all know it. It just a provocative place to stir feelings and get people actually putting in writing how they really feel about T. None of the writings are ever true!
Any confirmation of this or is it just baloney?
It's the same baloney we saw in 2021, and 2020, and 2019, etc.
The only announcement so far on the last earnings call was that business wireline would be "repositioned". I don't see this as an abrupt process. Other earlier announcements was that copper would reduce by 50% by 2025.
I see 2022 as being another 2021.
There should be a 40% reduction in overhead such as HR, Finance, Marketing and Legal.
Like 60% plus (if not more) could come out of these places. And let's not overlook orgs like PR, advertising and the staff functions for retail (the places that produce useless sh-t like the "key behaviors"). There are other boils waiting to be lanced too. For example, who need a VP to be in charge of "Maritime Wireless?" WTF??? And think of all the program and project managers. Thousands of white collar stooges on the payroll are doing nothing of any real value (including myself) and are long overdue for a meeting with the reaper. There's a book called "Bullsh-t Jobs" by the late David Graeber that explains well how all these "jobs" came to be and why they continue to exist. Worth a read.
There will be no impact to retail management
Management could easily be cut by 30% by the elimination of redundant processes.
Any confirmation of this or is it just baloney? Is it from e-mail distribution or just rumor mill? My personal recommendation is that they should start with Government sales and marketing and pricing.
ATT offers too many services to get the head count down to 135-140k employees! Unless T plans on reducing the amount of field technicians, then I don't think that number is realistic! T offers more services than TMOB and VZ. In all likelihood, it will always have more employees than those two communications leaders! A more realistic HC number would be around 180k.
About time, well overdue. This 20% is just the start to get total HC around 135K-145K. Employing 220K is ridiculous.
You've got to be kidding, that would equate to approximately 30,000 layoffs!
Reduce as much as required to maintain insurance for retirees.
And where did this info come from?
There should be a 40% reduction in overhead such as HR, Finance, Marketing and Legal. Too many VPs running around in circles!!