Half the people I talk to nowadays either 1. Don’t know how to perform the job task assigned to them since the person had been fired or left for RTO or 2. Don’t know how to perform the job because they simply can’t and don’t actually possess the qualifications to do so.
It’s a 50/50 tossup
Hey Stink! Is Anita still your BFF? Eddie in DC has her cell on speed dial.
I agree but your math is missing an important metric.
While 50% are replacing someone for a role they didn’t interview for, and the other 50% aren’t qualified to begin with, the bigger number is 100% - that is the people just don’t care nor believe in this leadership.
That’s the number hurting the company more than the qualification issue. Improve morale and build back trust and you may be able to fix many of the issues.
Should I spend hours/days with iteration after iteration in a non-value add PowerPoint? Seems to be the only way leadership focuses on anything.
"Half the people I talk to nowadays either 1. Don’t know how to perform the job task assigned to them since the person had been fired or left for RTO or 2. Don’t know how to perform the job because they simply can’t and don’t actually possess the qualifications to do so.
It’s a 50/50 tossup"
What's old is new again.
It was like this after several of the mergers years ago when departments were hacked to meet ridiculous headcount goals. No fun at all.
9 to 10 hours to impress management and make up for inconsistencies. Don’t go 12 hours to avoid gaming the system
“Even people are doing x9 x10 due to fear, because still there presence report is broken and they are firing under cobc with these reports.”
40 hours/week is the bare minimum requirement for FT employees. If employees are only working 40 hours this should be reflected in reviews and rankings.
Don’t talk like foolish HR. There are still many locations where space issue are there and yet they are 3days. And x8 never communicated, it is assumed after brutal behavior by HR. Even people are doing x9 x10 due to fear, because still there presence report is broken and they are firing under cobc with these reports. Employees who might have spend 20-25 years proudly suddenly marked as non compliant which make them feel guilty of working here.
"and no clear instructions"
What are you talking about? "5x8 or terminate" has been widely announced.
HR protects company not the employees. But the worst thing here is they used bad report and no clear instructions still treated employees and shamed them under COBC.
Absolutely correct.
If you need to save money and want employees to leave, surplus them, in the way a respectful company would do.
You don’t have any respect for your employees and in a deceitful way, target them and terminate those who have loyally worked late nights and actually made a positive effect, while some others who are sycophants and favorites of their boss, who go scot free. Pathetic and you deserve exactly what you give others, many times fold!
@fb maybe some basic grammar so you don't sound like a complete id--t.
If you was here for 24 years, what skills are you going to train? Switchboard operator? Dial-up modem?
“ I was here 24 years. Sorry, can't teach you what I know in 2 weeks.”
You should never have had to cram training into 2 weeks. Turnovrt documentation and cross training should becompleted at all times. What if you had been ki-led in a car accident or suffered a fatal heart attack? There was no loss when you left.
not to worry! RTO 7 days a week is coming to solve that!
Days of loyalty, career, merit, accountability for leadership and give a damn are gone at the T. Started with Whitacre then worse with Randall and now Stankey. They made sure to ruin the culture and turned a historic company into just a J-O-B that has been going downhill ever since their greedy paws touched it. Decades past they would have been fired for all the train wrecks they created that put the company into massive debt thus, all the layoffs to keep cash flow up for Wall Street and c suite.
Anyone below c suite is just a worker bee and number, PERIOD!
At the end of the day, employees are only number. A quick tick on the box, you're gone. They don't care how good you are..
Fire employees for some genuine reasons, firing good employees and putting them under COBC for attendance issue where no warning or clear instructions are being given although 8 hours done to just save some money is bad. It is getting widely spread outside and may be at some point of time no good resources will like to join this company.
@af I could not disagree more, and I worked with a lot of H1B’s. Most were completely clueless, but there were a few that were very intelligent.
A.I.. is here tp save the day
Both can be true:
@ag People need to open their eyes. If you haven’t noticed the influx of H1B’s from India walking around, you are asleep at the wheel. This isn’t about too much headcount, Stankey himself said a few years ago that they were looking for access to cheap labor. At the time he was chirping about wanting workers that were only going to stick around for two years. If everyone who got laid off would write a letter to their local senator and rep about how all these H1B’s are a security risk and that these telecoms should not have access to government contracts this would end in a hurry.
“Some of the worst professionals I’ve worked with were white, U.S.-born”
Highly doubtful aside for some GenZ and millennials perhaps.
What???
@ag I nominate you to be top of the list.
AT&T does not need the number of employees it has. Reductions have been needed for a long time.
@a3 Incompetence isn’t imported — it’s homegrown and often protected by the same systems that breed arrogance and bigotry. Some of the worst professionals I’ve worked with were white, U.S.-born, impressively clueless, and dangerously incompetent.
Its very difficult to find a good resource, and if you are firing good employees in name of cobc and marking them not rehirable then at the time when company will really need good employees they won’t be able to hire them and again non performers will be hired which in turn hurts business badly.
But they are living their designation and that’s all that matters now. Welcome to the new age.
Speaking from experience? Are you one of the people that don't know what's going on?
That is job security for me.
So true, but…1. Who cares and 2. Not me.
This is on the employees who left and their supervisors who didn’t ensure proper continuity was in place. The remaining supervisors should be held accountable.
This is the most spot on post on here.
The brain drain hasn’t been put into simple enough numbers that Stankey and Legg can understand.
So I’ll give it a try, if a project was at 80% innovation points 2 years ago, and you make everyone that worked on it quit or not want to be there, how many innovation points do you have left?
The answer is 0 because you paid contractors to the destroy the project and made everyone that stayed for “RTO” hate you.
Now multiply that by almost every project at AT&T.
When you Fire employees from the states with the most intelligent / well qualified and hire 3rd world citizens with chickens cawking and POC from some of most disadvantaged cities, the results are predictable.
Complete and utter incompetence.
Flip a coin and it’s only going to get worse, not better!
It’s all about the zip code!
Same with C-Suite