Ok, I was a major skeptic of RTO. But I’ll admit it - there IS collaboration. But why do we have so many interns? In Dallas there are tons of people doing nothing other than taking interns to lunch, making presentations, taking up conference rooms, etc. Look, if we are going to reorganize, collaborate, innovate … we need to get rid of distracting activity. Our intern program is a Legacy/DEI program on steroids. We need to scale it down to a reasonable level put all of our effort into improving our products and services. Far too much of our activity is not tied to generating revenue or creating efficiency.
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T should start requiring all interns to be CPR and AED certified so they will be able to provide medical assistance to elderly staff if needed.
From my time in the barrel, it was easy to see that most interns roaming in 208 S. Akard were the progeny of the overprivileged.
It’s your replacement you old fa-t.
You all do realize these interns are all kids of VPs right? This is where all those new young Directors come from. Better be nice because they may be your boss. Just fyi, I’ve had to manage interns before. Their parents are always senior level VPs.
To replace the old people when they don’t RTO.
Because they'll be hired on for cheap even if they can't perform. New grads can't code or even hold a basic conversation to save their lives.
OP, did you miss the age discrimination memo from Stankey? Interns are very cheap labor. Even better, if they decide to take up a full time offer, their starting salary is based on their intern salary, not the salary they would get starting directly as an engineer. This allows AT&T to undercut their salary by at least $10,000. Most interns are not aware of this. Those who are do not take the full time offer or use AT&T as a job hopping opportunity.
he/she is obviously been sarcastic on cricket
- It’s a s3x thing. Powerful people love having youthful eye candy around. See: pages at every legislative body.
- Who do you think are the low paid replacements for all the people laid off for age discrimination? That’s right, these interns. You are training them to replace you.
In all seriousness, if we need to cut costs (and we do) this is an excellent place to start. Let’s focus.
How many different ways to people on this board need to be reminded that Cricket is owned by AT&T and you're still giving your money to T by going over to Cricket. Cricket is the non-contract arm of AT&T and was acquired by T back in March of 2014. It's hard to believe that so many ATT employees know nothing about the company they work for!
Interns are like puppies. Cute and eager to play, but you need to spend a lot of time cleaning up accidents.
I don't want my kid associated with this place. When I retire it will be Cricket Wireless all the way. They are cheaper and faster than ATT for a fraction of the cost.
We need some eye candy around here.
How could nepotism be effectively practiced if the intern program and/or leadership development programs were eliminated or scaled back?
Interns is a way for employees to get their kid some work experience to put on their resume. The d-mb ones will try to get on with AT&T permanently. Despotism and DEI Reverse discrimination is the AT&T way
Interns = Younger workforce.
To liven up the retirement homes. Oops, meant to say hub offices.
any interns we've had in our group, or other groups we work with have always been the kids of other employees
They have NO IDEA what they are in for!
Sadness
Also a lot of what you think around random interns, are actually people in the B2B program grinding away.
Interns aren’t going to stay here. This company is definitely not where young people identify with and care to work for long term.
Complete waste of time. They bring in prima donnas who don't want to do the work we need - support legacy systems and processes. I get why a college kid would want to bolster his resume and plan for the future, but he ought to do it somewhere else. It's not helping the company.
It's laughable this somehow helps with employee churn. The people who are leaving are taking legacy knowledge with them and the company is too cheap to aggressively replace the legacy systems and processes. Raw kids and Indians who change jobs like most of us change socks are not the answer.
Interns are much easier to acquire and onboard during a critical time where teams are getting decimated and much needed documentation and grunt work is needed. Also brings in a fresh perspective more aligned to the next generation of buyers of which the legacy employees struggle. I am more worried we cannot get good new blood to join.