Send a message. Do not attend. We have made clear what has to change and they have no intention of doing it. Do not give them any more of your valuable time to gaslight you into thinking everything is great. The only healthy way to handle an abusive partner is to go no-contact. Expressing your misery only makes them feel powerful.
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Legg is making people reenter their skills into some new system called GrowthHub to pretend they have a career and opportunities.
Even stank didn't use the word career to describe an employees time at AT&T in his letter saying how much he despises workers.
We just have to use a page directly from their playbook:
"AT&T told BI that the company had no additional comments on Stankey's memo because it "speaks for itself." "
I too believe it speaks for itself and as such, have no further comments on the matter.
“We're (AT&T) are looking for outliers. Please self-identify…”
I identify…as an outLAW!
Why have a meeting ? Been clear for years on these so called surveys! They are all combined together into one. Nothing separates the different departments etc. they will never get from behind the Golden Palace and come into the field, the stores, the centers etc
“We're (AT&T) are looking for outliers. Please self-identify by not showing up to your mandatory meeting. It makes management's work easier. It not only identifies the outliers, but d-mbbells too.”
Likewise, I do show up for the meeting, in complete stealth mode, with a fake smile, fake nods, and offer fake feedback because I know that my intelligence is up against a complete id--t. I sit and stare at you, studying you, smirking at you, and noting your mental defects on display. Inside I laugh at the day you were born and your d-mb parents that raised you to be such a loser piece of sh-t, shilling for such a a-s gobbler of a company. Congratulations, you’ve made it to the center of uranus.
No. We are looking for bootlickers. Please self-identify by showing up early with a list of improvement ideas (obviously none that require any changes to be made by management).
We will know right off who the spineless simps are, so we can push them even further with no blowback.
Bonus points if you contribute donuts!
To call the VPs a t AT&T a bunch of losers actually insults losers. The VPs more closely resemble when a big overweight bleacher b-m eats some greasy hot dogs and a big bag of peanuts with cheap beer at a baseball game. In the morning he sits down and takes a big, gigantic sh-t. The VPs are the little peanut fragments embedded in the loose stools, floating aimlessly in the water.
We're (AT&T) are looking for outliers. Please self-identify by not showing up to your mandatory meeting. It makes management's work easier. It not only identifies the outliers, but d-mbbells too.
Will the snack cart come around before or after the meeting? Changes everything for me.
Will the employees feedback be addressed?
I heard it was to see if they want to punch up the budget for more ice cream socials to appease the Indian work force and pizza for the rest.
@am
Many more exceptions besides the VP. So called “commuting” Level 3s, yet they never are in the hub office. So called “accommodations” for certain folks while their peers were laid off. It’s a total sh*t show and someone needs to sue them into oblivion.
A CEO can be the source of psychological abuse or harassment, and when that happens, the consequences can ripple across the entire organization.
How a CEO Can Inflict Harm on the Company
A CEO holds immense power, not just over individuals but over the culture, values, and emotional climate of the workplace. Abuse from the top can manifest in several ways:
• Toxic leadership style: Constant intimidation, public humiliation, or manipulative tactics that demoralize employees.
• Abuse of authority: Using their position to retaliate against dissent, silence whistleblowers, or bypass ethical standards.
• Creating a fear-based culture: Employees may feel unsafe speaking up, leading to widespread anxiety, burnout, and attrition.
• Neglecting accountability: When misconduct goes unchecked—especially involving harassment or discrimination—it signals that abuse is tolerated.
• Undermining trust: If the CEO engages in unethical behavior (e.g., inappropriate relationships, favoritism, or harassment), it erodes confidence in leadership and damages the company’s reputation.
Legal and Governance Implications
Boards of directors are responsible for overseeing the CEO’s conduct. If the CEO is the source of abuse, the board must act decisively to:
• Launch independent investigations
• Enforce disciplinary actions, including termination
• Communicate transparently with stakeholders
• Restore trust and repair company culture.
In recent years, high-profile cases have shown that CEO misconduct can lead to resignations, lawsuits, and massive reputational damage. Abuse from the top isn’t just a leadership failure—it’s a systemic risk.
A corporation can be sued for psychological abuse and harassment—especially if the conduct occurred in the workplace or was perpetrated by employees acting within the scope of their employment.
Legal Grounds for Suing a Corporation
Here are the most common legal theories used:
• Intentional Infliction of Emotional Distress (IIED)
You must prove that the company (or its agents) engaged in extreme and outrageous conduct that was intended to cause—or recklessly caused—severe emotional distress A.
• Negligent Infliction of Emotional Distress (NIED)
This applies when the company failed to exercise reasonable care, and that negligence led to emotional harm. It’s harder to prove than IIED but still viable.
• Workplace Harassment
Under federal laws like Title VII of the Civil Rights Act, harassment based on race, gender, religion, or other protected categories is illegal. If the harassment creates a hostile work environment, you may file a complaint with the EEOC and potentially sue if the agency issues a “right to sue” letter.
• Vicarious Liability
Even if the abuse was committed by an individual employee, the corporation can be held liable if it failed to prevent or address the behavior appropriately.
What You’ll Need to Prove
• Evidence of the abusive conduct (emails, messages, witness statements)
• Medical or psychological records showing the impact on your mental health
• Proof that the company knew or should have known about the abuse and failed to act
Real-World Examples
• Employees have successfully sued for workplace bullying, s-xual harassment, and discrimination that led to emotional trauma.
• Some cases have resulted in substantial settlements or court awards, especially when the abuse was prolonged or egregious.
@OP They want to have a meeting to justify their actions and feel better. The questions is will AT&T employees let them do this or IF ALL EMPLOYEES STICK TOGETHER and are a NO-SHOW (meaning not attending the meeting), that will send them a clear message that they have done something wrong and employees are not satisfied with their actions starting with the CEO's memo.
@aq - 🤮
ie. The BEATINGS Will continue regardless of whether Morale improves .....
yes, child - or else what would you do all day?
Incredible to see all the Parallels in the outline of an Abusive Relationship and how they are identical to working at AT&T:
An abusive relationship is defined not just by physical harm, but by patterns of control, manipulation, and domination. Abuse can be emotional, psychological, physical, or financial, and usually involves a partner seeking power and Domination over the other. Here are the main characteristics:
Control & Power
• One partner makes all decisions.
• Restricts the other’s independence.
• Constant monitoring of phone, computer, or whereabouts. (Tracking)Isolation
• Discourages or prevents contact with friends, family, or support systems. ( keep Quiet )
• Creates dependence on the abuser. (Financial)Emotional & Psychological Abuse
• Constant criticism, belittling, intimidation, or humiliation.
• Gaslighting (making the victim doubt their own reality or memory).
• Blaming the victim for the abuser’s behavior. ( ie. sinking the company for their own Benefit and then blaming the Employees for the company's Decline. )Intimidation & Threats
• Threatening harm to the victim and their Family. ( dismissal, loss of benefits )
• Using any tactic to instill fear.Financial Abuse
• Controlling all money and resources.Cycle of Abuse
• Tension building → arguments, walking on eggshells. Toxic Environment.
• Incident → abusive outburst (threats, intimidation, blame shifting ).
• Calm/honeymoon phase → temporary peace before Cycle repeats.Erosion of Self-Worth
• Victim begins doubting their value, feeling trapped or helpless.
• Fear of leaving due to threats, financial dependence, or emotional manipulation.
👉 Abuse is about power and control. Even if there are no bruises, psychological and emotional abuse can be just as damaging.
Complain and remain!
The bearings WILL continue UNTIL morale improves
More unproductive meetings. Genius.
What a bunch of bullsh-t!! You have a VP in St. Louis??? Most of my team was demolished for being in St. Louis.
I am so fu--ing sick of all the exceptions!
vps are meeting because whole bunch of people are getting ready to hit the layoff lines. you can thank billionaires and ai working together
@a6 ACS?!
Yes, ACS / IoT / Cameron C. !! Good guess! Although he's not the only one
@a6 ACS?!
Our VP isn't even in a so-called HUB! Everything he does has to be online, none of his team is in St. Louis with him, but they're all in Misery with him st yhe controls!! We move to Atlanta and Dallas while he stays put.
🥱
Who cares!!??!!
Another extraneous layer of overpaid do-nothings that needs elimination.