Mgmt can pretend they are super-important? Control and power issues? I sure as he-l do not see better productivity, improved morale, and a generally positive work environment. It’s distracting, involves constant interruptions, creates tension and an unhealthy competition. All bad, in my book.
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What a pointless post.
Union can pretend they are super-important? Overpaid and laziness issues?
4 hours ago by Anonymous | 3 reactions (+2/-1)
Post ID: @1umt+1rwxglVv
Until we (Bargained for) have had enough and "force" the company to release the "well" trained CP force to break the Union "this" time.
I want to see Peggy from finance and Stacy from HR, many miles from home, staying in a sh--e hotel, assigned CP duty report to my Central Office prior to a strike. This is the flex move AT&T did last time. Well that was 2004.
It's 2024 the company has asked for more than few take backs from those would be the CP workforce.
I want to see Stankey mobilize his CP workforce, and after seeing the animosity that is expressed for the Union workers, I want to see you try, and I want to see you fail.
Ladders are tall and heavy, easements are hard to access, other drivers see the AT&T branded vehicles as a jackpot if they can create a wreck. (Drive carefully now). Customers lie and their houses are nasty. Don't forget to make your numbers. Learn the dispatch system, if you get access to it. That should roll out smooth....
Super important? Maybe. Overpaid and lazy. Let us find out what is what when the keyboard warriors have to put their big boy boots on.
As I said. I want to see you try, and I want to see you fail.
I will get what I want.
Because there are too many lazy people in this company
Union can pretend they are super-important? Overpaid and laziness issues?
There is no point to it. It’s just a tool for people that have no idea how to manage employees. Unfortunately, most of the managers at T fall into this category.
It's exactly for that reason. I can work on something that takes 5 minutes and someone else can work on something that takes a week or longer and both people get the same number of "accomplishment points". They'd rather have a metric of any kind, even if it makes no sense, than to have to actually judge someone on their value. That way they can justify anything they want to come out of it.
Because of the low take rates in FTW, they are going to have to do our jobs themselves pretty soon.
To some of the previous responses it is a coping mechanism to bully leadership who expect perfection and have a no tolerance policy for mistakes or delays.
They’re trying to get you to retire willingly and without severance.
The OP sounds like a non-management union employee to be honest. They’ll never accept any form of management that holds them accountable or measures performance. They want to do whatever they want, however they want, whenever they want, but then deflect tough questions and situations and decisions to a manager so they don’t have to deal with it.
Us Union dregs have had our share of "micromanagement" though the years. Each micromanagement policy of the month is abandoned shortly after.
I'm sorry that AT&T is looking to reduce headcount in what is undeniably a very top heavy company.
Especially when they micromanage the wrong measurements. How many, how many.....
It seems like micromanaging because 90% of them are just using ChatGPT to generate scripts prior to coaching.
To trim the fat and manage underperforming employees out of the business. For a lot of leadership it’s easier to manage you out of the business than actually invest in you and help you grow. Especially when the company is reducing headcount anyway. It’s better for them if they break your morale and get you to quit vs allowing a you to be surplused or even worse— paid the same rate as your peers but deliver 50% less yield.
Also the reports are wrong, even if you code PTO sometimes you’re still flagged.
managers are so proficient at powerpoint they have time on their hands to pester their underlings
Dear “Really??! I get to write up my own performance reviews???? Darn after 34 years you’d think I’d know that and give myself Exemplary or something better than meets or just exceeds……”
While you’re entering “Replied to Client emails in a timely manner blah blah” I’ve been copying and pasting inspiring ChatGPT drivel like “Driving 5G and Fiber penetration by serving customers first. Doubling output of client program deliverables by moving faster and acting boldly. Cross team collaboration has helped me win as one by partnering with key stakeholders.” Again, I don’t do any of this stuff. I also send emails all day like you to store managers that say “You have 400 compliance trainings overdue.” I just copy and paste last weeks email, I don’t even update them. No one reads them anyway. Then I play Madden until noon, meet your mom for jumbo slice at Costco, then Grand Theft Auto all afternoon. I’d appreciate if you could work a little harder so I get a bigger bonus next year. Hop to it!
so some unqualified schmuck can have a job.
Really??! I get to write up my own performance reviews???? Darn after 34 years you’d think I’d know that and give myself Exemplary or something better than meets or just exceeds…… he is right a manager could never figure that out for himself, I better get on the phone to the union hall and get me some help. Thanks for the tip guy!!
About 20 years ago, AT&T switched from having managers write the annual performance reviews for their management employees (non-union) to the new way of thinking of having the employees write their own reviews based upon achieving priorities that were updated in March each year. When the employees write their own reviews for 20 years, their directors and VPs lose sight of what they actually do. In addition, directors and VPs want to be promoted, so they simply hire more people to twiddle their thumbs and then write themselves a glowing review. Everybody shines and directors become executive directors and VPs become senior VPs. All the while, nobody actually knows what management employees are doing or how it impacts the priorities. But it looks good, because management employees just regurgitate the priorities as they type their own reviews. For 20+ years. What a mess. I love it, I get a raise every year and play XBOX most of the day except when I am shopping at Costco.
Cause all those managers are running from the bear. Don’t have to be faster than the bear. Just faster than the other managers.
The OP sounds like a non-management union employee to be honest. They’ll never accept any form of management that holds them accountable or measures performance. They want to do whatever they want, however they want, whenever they want, but then deflect tough questions and situations and decisions to a manager so they don’t have to deal with it.
I’ve wondered the same thing, so what I’ve been able to deduce from it is that everyone at the top is under the g-n to perform or are scared of their roles going away. There is way more politics, mud slinging and power grabbing going on at the L4+ ranks than normal. So that pressure trickles down. Everything has to be perfect. When something causes a stir, now the L3’s are constantly involved in what used to be mundane tasks. Thats the why. So what’s the result, well, it ki-ls morale, improves the output of the mundane tasks, but also eliminates creativity, innovation, and increases churn. Creates a terrible culture.
There is no point to it. It’s just a tool for people that have no idea how to manage employees. Unfortunately, most of the managers at T fall into this category.