I have many years with the company and have witnessed many changes of every possible kind but the changes made over the past several years since McAdam left have seemed to be those which have most negatively impacted the business. When people say “we love change” those people are typically lying through their teeth. Nobody likes change. Change is scary. Change is the unknown. However, most changes are adapted to or at least they have been in the past and people move on. The ops reorganization that occurred during spring of this year is some of the worst decision making ever. The idea of what they were attempting to accomplish sounded pretty good but the way in which they did it was and is just a disaster. They created a lot of unhappy employees with that reorganization and some of those people are now so miserable that they are making as much drama and misery as they possibly can for everyone around them. The attempts to “spread talent or cross pollinate and build strengths and consistency” has been completely overcome with that employee misery. Upper leadership’s typical lame responses to that misery are to blame the poor suckers in mid or low level management positions for, “not selling the changes appropriately and getting their teams adapted to the changes.” There have even been some mid or low level management members disciplined for what are obvious cases of employees just deeply exaggerating any little issue or misspoke conversation that may rub them the wrong way as they continue to lash out for what is appears to be their unhappiness of being placed in departments they maybe didn’t want to be in. & HR is no help at all, as usual. HR typically creates more drama than they resolve. Leave it to the geniuses in HR to not conduct fair and consistent “investigations.” HR typically does not interview everyone they should during any typical investigation nor do they complete their employee interviews fairly and consistently. HR typically asks different interviewees different questions and therefore sl--t investigations with that lack of consistency. People working in HR should be intelligent enough to know that people are going to swap stories no matter what they say and ultimately then know that not everyone is asked the same questions which totally destroys their credibility. The board of directors should begin any layoffs at the very top of the food chain and choose replacements that have great business acumen and proven track records as opposed to what we have now.
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I'm starting to think they combined all these team to try and get people working cross functionally and then reduce headcount after they had people to give 2 jobs too.
Yeah the new OP&OO (consumer sales and CS merged together) has been the worst reorg I’ve ever seen! You came to work one day and your team consisted now of people from wireless CS, retail, inside sales, even Wireline, all with the promise of learning different aspects with the hope of creating a better customer experience. Guess what? 8-months later, people have no clue what they should and should not continue to support, learning of other channels hasnt occurred, and leadership has no answers about the future of the org
Yeah, and in some cases those miserable employees are taking their misery out on their new departments or leadership in some cases and upper management and HR seem to blame lower level management for, "not selling the changes properly and onboarding their people as they should be," because that is how they always do it.
They just plucked people from years or even decades of experience in channels or departments that they applied for and wanted to work in and then just dropped them wherever and they said it was to spread talent. Some people had even recently been promoted to different positions in jobs that they actually wanted and finally got and didn't even really get started in those new jobs as they were then again just picked up and dumped into a different group doing sometimes things that they have zero experience in doing. Imagine how miserable that can make people and compound that misery exponentially throughout the entire organization. Makes a lot of sense, right?
I work adjacent to the new ops org but not in it. What exactly was so bad about it. I can clearly see it failing but why?