Thread regarding Crown Castle International Corp. layoffs

There are almost no talents left

I had the opportunity to work with some of the most knowledgeable people and learn a lot from them. It's terrible that they all left this place a long time ago.
What is the long-term plan for this company if there are almost no talents left, and even those who are still here intend to leave? This is a real example of how not to manage a company.

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Post ID: @OP+1hJAlMW2

29 replies (most recent on top)

@yazn+1hJAlMW2 No, in other words, I'm all for self-examination, but there is nothing less imaginative or engaging than continually perpetuating absurd hatred, blame, and stereotypes toward any marginalized group. Women make up more than half of our population and are still
disproportionately represented (and paid) in leadership roles. Sorry if the fact that it also includes white women rains on the fun little parade of vitriol and self-pity you've got going on here, but heed your own smug advice.

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Post ID: @ytmp+1hJAlMW2

People see what they want to see. Too many people taking out loans to be told that they're victims. Strange times we're living in.

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Post ID: @rllg+1hJAlMW2

Thank you greatly for sharing the link. I did not know microaggression was defined and it’s exactly what I experience daily. I’d be totally elated if leadership can simply halt microaggressions. That’s all I require. I am not looking for a promotion, off-cycle raises or being privately preordained for key roles. As a PoC, been given many direct hints I will never make the cut for a promotion, and I have accepted that.

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Post ID: @rgoz+1hJAlMW2

A psychology major, and what’s described below was covered in my class. It is unequivocally Covert ra_ _ _ _ m executed at its best. Wholly accurate on hiring, promotion practices, obvious bias with a clear trend. Including definition from my text book - Covert ra_ _ _ _ m is a racial discrimination that is concealed or subtle rather than obvious or public. Acts to subvert, distort, restrict, and deny racial minorities access to privileges and opportunities. A key feature of covert ra_ _ _ _ m is that it's disguised nature allows perpetrators to claim "plausible deniability" and to essentially gaslight their victims, that is to deny that the act was racist and undermine any claim of harm. My professor touched on external teams are brought in to fix these matters as you cannot trust anyone inside. That will never happen here being in denial but now we have a perfect diagnosis of all the POC experiences. No matter where you’re from, your dreams are valid.

https://www.bloomberg.com/news/features/2022-01-20/inside-google-s-brewing-mental-health-crisis-claims-of-toxic-work-environment

https://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/global-and-cultural-effectiveness/pages/taking-steps-to-eliminate-racism-in-the-workplace.aspx

Be good.

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Post ID: @mrac+1hJAlMW2

No doubt all races are fed up with all the “hidden figures” created with the bizarre promotion, hiring, firing practices and who knows what else is happening. Not mentioning “promotion” in the recent org announcement makes people more skeptical that something is amiss. It’s up to the POC resoundingly impacted and seeing no career growth but milked daily to make a personal decision to stay or start laying plans for an exit. Proverbs 31.8 Speak up for those who cannot speak for themselves; ensure justice for those being crushed.

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Post ID: @kzkb+1hJAlMW2

@hkwz+1hJAlMW2 hit the nail on the head. They're ignoring minorities by promoting white women as if they already don't have a seat at the table.

Converting the +1s to full members doesn't invite anyone new into the country club.

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Post ID: @jedr+1hJAlMW2

@irqv+1hJAlMW2 "a non American accent"? First were an entirely American company, but that aside we have Southern Accents, New York accents, Midwest accents, Boston accents. All accounted for. Just because you don't like certain types of diversity doesn't mean they don't count. We don't have to hire someone from Romania to have diversity of thought.

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Post ID: @jxrz+1hJAlMW2

It doesn't take an analytics wh-z to recognize that Crown has a major diversity problem. There isn't one person in upper management or leadership who speaks with a non-American accent or is any darker than a brown paper bag unless they just got back from a sunny vacation with jet ski they bought with their "generous" bonus from last year. The way that Crown all of a sudden sees white women as a disenfranchised group is a closed fist to the face of all the people of color who work here. I don't think I'm way off base by asking, in the social hierarchy of disenfranchisement, where do white women really fall? According to my math, it's just half a notch below white men. At the end of the day, white women were going to be sitting in the jacuzzi of privilege right next to white men, but somehow the executives at Crown feel like patting themselves on the back like they've done something when they promote the woman who looks like a cast member of Friends to a corner office. It's all BS. You didn't let anyone new into the Country Club that wasn't going to be there already. The Jones's are still going to the Catalina Wine Mixer, they just changed the name on the invitation from Ben to Barbara. Meanwhile, I've seen some of the most brilliant and talented black and brown men and women either walk out or get thrown out of this company. I can't speak to why, but it sure does look suspicious when everyone above a certain level of leadership has a certain shall we say "look."

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Post ID: @irqv+1hJAlMW2

The gender and racial question is far more complex and personal than how a person looks or is perceived. That being said, at a VP level and above we are currently tracking at 20% non-white executives and 25% female executives from a purely superficial analysis. Non-white females make up 8% and non-white males 10% of the VP and above leadership. I’m not making a statement about this, but thought putting facts rather than arbitrary opinions here may help others.

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Post ID: @iknb+1hJAlMW2

Have any of you even asked these people how they identify or are you assuming they're white men? What a s-xist racist approach.

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Post ID: @ibmj+1hJAlMW2

White women have always been our oppressors because they control the white men.
Why do you think there's such a push to group white women with POC, because they can prop them up and continue to keep the money out of our communities.

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Post ID: @hkwz+1hJAlMW2

There's no contest, only facts. Regardless, nothing progresses a career more than the "right" relationships, and it is no different here than anywhere else. Anyone who thinks actual competence or hiring directives will overcome that fact with any regularity or endurance in has not been in corporate very long and will continue to experience disappointment.

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Post ID: @hisa+1hJAlMW2

I know of a recently promoted VP who is a Hispanic male. It other than that, only seen white male and white female. Good luck to anybody of any other race when it come to promotions. You’re going to be waiting a while.

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Post ID: @hytr+1hJAlMW2

@hivj+1hJAlMW2 I can only speak to my area of the company but there's a strong push from our executives to not hire or promote white males, that's just the climate we're in.
As you pointed out, white women have taken the lead in the "oh, where a minority!" contest so I'm sure we'll see nothing but privileged white women at the top in no time.

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Post ID: @huxf+1hJAlMW2

I know this is a difficult topic even so want a leadership poll if open to relay. Several people of color told me they don't see any opportunities to get in leadership roles now or ever. The few people of color leaders that got hired were forcefully told to resign, debatable who was at fault. I talked to several leaders who hinted they plan to focus on white women recruitment and promotions only. Great for this underrepresented community. Is there a broader vision when it comes to leadership diversity? Also heard statements like the best candidate for the leadership role should be based on skills sets. Agree, but is that justly applied to people regardless of race? I see many white males getting promoted to leadership roles after a short stint at CC. I am just a white person trying to help get clarity on this topic as recent promotions tell a different story and want the strongest candidate to get the job; Can that person be white every time? John 7:24. Do not judge by appearances, but judge with right judgment.”

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Post ID: @hivj+1hJAlMW2

I agree Crown Castle is a fantastic company. When can leaders stop being clubby, backstabbers, use retaliation as a leadership tool and make decisions neutral of race? There is zero trust in the grievance system. Complaints get swept under the rug, which is why many people are on this site. Crown Castle is a fantastic company but previous posts point to a simple problem - several bad leaders hired from our competitors and cloud companies have eroded the culture over the last several years. These so called leaders have now ushered toxic cultures at Crown Castle, which is the new normal. It's clear nothing constructive happens with feedback provided as there is no immediate impact on leadership inflation resistant lifestyles. Picture strong culture, long term vision and visionary leaders, not leaders that just regurgitate. Most successful change efforts begin with a small team that looks hard at the situation and culture to get a conclusion. Then someone please call republic services to take out the trash. I am living in a survivor tv episode every day.

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Post ID: @eggi+1hJAlMW2

@dkvs+1hJAlMW2 If you want to talk about something anecdotal - I would look at the random phenomena that you were highlighting while trying to paint a narrative of CC success.

What do you really know about the stock market? Do you know the stock price isn't a real time measure of value? This is why people can make and lose money in the market - because the prices are not tethered to this moment in reality. Robinhood stock was worth less than the cash that Robinhood had on hand (https://www.bloomberg.com/news/articles/2022-06-15/robinhood-s-stock-is-now-worth-less-than-its-cash-on-hand)! The stock price is a measure of all the investors that are locked in mixed-in with a little bit of manipulation. Anything you see on MSM is a pump and dump like UPST (https://www.youtube.com/watch?v=bKoa5xGwtJk&ab_channel=RacingVideoGamer).

We are on the verge of one of the greatest market crashes of our lifetimes. The government just redefined recession to say that we aren't in a recession - that's not good. As Mark Cuban would say - "everyone is a genius in a bull market." Do you know how much toxic MBS and CMBS the fed has been purchasing trying to keep this dumpster fire/bubble of a market from exploding? In order to prop up the CMBS market, we need butts in buildings working, spending cash on gas, spending cash on restaurants, and not saving.

What do you know about maintaining a REIT status? There are many ways to lose REIT status including not having the right proportion of investors to 50% ownership [https://www.reit.com/what-reit/how-form-reit#:~:text=Beginning%20with%20its%20second%20taxable,the%205%2F50%20Test). that ")." is part of the url at the end]. If enough large investors pull their cash out of CCI stock and into something that guarantees a better ROIC, then CCI would lose REIT status. That would mean CCI would need to pay federal taxes. Do you think that CCI stock would perform well if they lost REIT status, dividends, and earnings went down due to having to pay federal taxes? I'll be a little more nuanced in this explanation. What happens if large money investors (Dan Schlanger says our target investors are not retail, but large institutions) move large amounts of cash out of CCI stock and into other securities when the market crashes?
For instance Dr. Burry from the Big Short predicts SPX to lose over half its value (https://finance.yahoo.com/news/big-short-investor-michael-burry-111530747.html)? This means the S&P 500 would be a way safer bet to the large money investors than holding CCI stock would be, especially if they fear CCI losing REIT status, dividends, etc. So, I would say nothing is guaranteed in life, including stock prices. Why don’t you compare YTD for CCI (-13.14%) to SPX (-14.44%), GME (-12.72%), SBA (-11.87), AMT (-5.36), DJIA (-10.85%), or anything with that fits your narrative of CCI doing better?

As far as how the company is run, here is some history. CC used to be a real estate company, hence the REIT status. Through the digital transformation initiatives, one could argue that CC is trying to go from being a real estate company to a tech company. We are basically watering down our successful towers business model with less profitable businesses like fiber and small cells. Imagine you have a 1/4 pound beef patty on a burger and you want more meat content. Well, you can add all the veggies in the world on the burger and you do not end up with any more meat. The veggies watered down the overall meaty content of the burger. That is what is going to happen to the revenue over the next couple years. CCI could fire everyone and run on the rental revenue for decades. The math works out to where the new business lines (fiber, sc) can survive on the recurring rental revenue for a few years. Remember this now, we took out over a billion in loans when the rates dropped at the start of COVID. Why would we want cash on hand? We wanted cash on hand because we knew that we were using too much of the monthly tower income. There is a narrow path forward that gets narrower with each poor financial decision the EMT makes.

I can do this all day and still get paid.

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Post ID: @eyjw+1hJAlMW2

@dflb+1hJAlMW2 Everything you said is anecdotal and not back up by any meaningful measurement. The measurement that is meaningful is the company’s performance on Wall Street. Based on the latest earnings report, the company is performing very well.

Until you can measure how the current lack of talent has hurt the company’s stock performance, you’re just blowing hot air. No credibility.

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Post ID: @dkvs+1hJAlMW2

Bae J'rown, well said. That’s precisely what is going on.

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Post ID: @dbzf+1hJAlMW2

@celj+1hJAlMW2 Your own statement about CC "hiring like crazy" means something in case you missed it. Jay Brown went on Fox talking about a worker shortage. The hiring process isn't working out because of the other thing you mentioned - the "telecommuting policy."

Mass resignations - that is an absurd standard. People are leaving one at a time and that adds up. People leave when they find remote work to replace their hybrid schedule. This is the death by 1,000 cuts. Talent and years of inside experience are leaving and being replaced by people fresh out of college. There are onboarding programs at CC that look like canned online tutorials because these people have no idea how to do the type of work that the old CC employees left behind.

If you put those facts together - then ask yourself this question. With all the extra small cell work piling up next year, who is going to be there to do more work than ever before? When are those people going to graduate school, get hired, and be trained on how to do something they have never done before? Hiring managers (which everyone at CC should talk to) are having trouble - right now - convincing their top picks to finish the interview process, accept hybrid, and accept the job offers.

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Post ID: @dflb+1hJAlMW2

@bae, it isn’t about my take on the company. It’s about facts. It’s a fact that we beat our earnings forecast. It’s a fact that our stock is trading at a rate higher than the Dow average. It’s a fact that we project to build twice as many small cells next year than we did this year.

The facts say that the company is healthy thanks to the talent we have today so to say we have “no talents left” is misleading at best.

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Post ID: @celj+1hJAlMW2

@bndu+1hJAlMW2 I suggest you should talk to managers that are hiring people, since they have a way different take on CC than you do.

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Post ID: @czct+1hJAlMW2

Some of you just don’t get it. We work for a well run company. You say all the talents are gone but the stock is still beating the Dow average. We raised the earning expectations. We’re hiring like crazy and despite what people are saying here, there hasn’t been any mass resignations.

We have new leaders who are bringing ideas and accountability to a growing company. The environment doesn’t get any better than that.

Do I wish we had a better telecommuting policy? Absolutely. We’re not perfect but we’re better than anything else out there. That’s why most of the complainers haven’t resigned yet.

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Post ID: @bndu+1hJAlMW2

Selfish indeed, but there are still some leaders in the company worth working for and putting in time for…just not many of them, and hard to get into their group. In the end, employees are just #s. Those that speak up are put in their place and won’t get promoted.

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Post ID: @8blc+1hJAlMW2

Talent can be a singular noun, referring to a person or people who are talented.

Talents would refer to several skills and abilities, rather than to the persons possessing them.

In the original posters context I would argue the plural is applicable whether or not intended. Either way, I believe they clearly communicated their point.

Also, well done criticizing someone’s English. Truly displays the practical application of “diversity” and acceptance being preached.

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Post ID: @8teu+1hJAlMW2

No “talents” left? Yeah, maybe you’re right. At least not any talent that can write proper English.

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Post ID: @7wmh+1hJAlMW2

The talent left, so does that mean you weren’t one of them?

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Post ID: @6wds+1hJAlMW2

The earnings report shows a strong quarter. I’d say we have plenty of talent here. Maybe the “talent” leaving is really dead wood we needed to get rid of.

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Post ID: @6ivp+1hJAlMW2

A toxic boss stabs you in the back.
A selfish boss holds you back. A
supportive boss has your back and
propels you forward.
Even more than performance, great
managers invest in people. They
promote your growth and well-
being.
Lots of new leadership at Crown Castle fits in the top two and scarred the company culture. Awful.

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Post ID: @2lmo+1hJAlMW2
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