He wants you to understand that commitment, loyalty, tenure and past, current and future contributions are not important. Only what can be measured and provided by you on an hourly and daily basis. Market-driven process and employee culture are all that matters now. Get with it or ship out.
He will use aggregated data from the time you step in the door until the time you leave to determine if your employee behavior aligns consistently with our priorities. Not to worry though, as long as your data patterns do not fall outside the AI data modeling pattern, you will fly below the radar and be safe for this round.
He gotta get rid of more buildings and if your building is lacking, that means it might be next, of there might be some slim chance that it will be rehabbed soon. He’ll let you know and promises to increase communication.
He wants you to demonstrate the kind of heads down contributions and soldier boy mentality that they are demanding regardless of what you see on your left, right or your leaders above. He says they will evolve at their own pace so don’t you worry about it, just march and salute and be a contribution beast.
He says if you dont like coming into work in the office and during core hours because it doesnt work for you, you can find another job. He says nothing about all the jobs offshored that are in different time zones. He just wants you to shut up and get here and do your work, without thinking so much about anything except your job.
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You left off the part where loyal employees have seen their benefits cut in accordance with the move away from employer/employee loyalty. That final week of vacation you got? We're taking that back. That medical coverage you stayed around for? Gone. The pension contribution you were counting on? Reduced. Thanks for staying. Sorry, not sorry we lied to you but glad we could wring every last drop of productivity out of your gullible butt.
Delighted I retired 15 months ago. Don't miss it, as nothing seems to have changed and it won't under Stankey's feckless leadership.
I think the summary is, if you are an "outlier" dissatisfied with RTO, leave or they'll get rid of you.
"If we overlook these outliers ..."
Imagine this big bald egotistical clown sitting at work all butt hurt because his ego is bruised from a peon like me standing up to his wretched work performance. A long letter to you and me to explain his superior thinking that he stole from the executive summaries of leadership books from yesteryear. Hey John, it’s not working dude. It wasn’t working before and it’s not working now. Not because we are in the midst of a cataclysmic shift to a market driven culture, but because you ALWAYS execute the wrong strategy for the wrong reasons at the wrong time, with the wrong people. You are what people call a CDD. (a cluster dummy dope).
Answer me this Mr. Super CEO Bald Wonder. Why are you using extensive data points that span far and wide to create a data voodoo doll of each and every employee? You touched on performance measurements in your dear John letter to employees, but what exactly are you trying to extract from us. We’re not your BOTS. We’re not going to utter sweet nothings about you on Teams. We’re not going to come in early and leave late. We will never have perfect attendance. We will not check in boat loads of code into GIT. We will not be speaking all the time in meetings. We have NON Market driven jobs you dope. Sometimes our jobs require THINKING. (Gasp!) Yes John John, sometimes we even stop everything we’re doing to talk and teach and bail someone else out. But you won’t understand that from an “idle” data point. And I have a super duper secret for you that nobody dares say to your face. whispers: come here, lean in closer so nobody hears me. “pssst John. sometimes we have to take a $hit” and I may be late to a meeting or have to leave it early. I may have to leave one or two of em during the day depending on the feast I had the night before. So stick that in your data point big guy.
I’m glad he said outloud what we already knew.
This is a point that drove home with me... as horrible as the previous survey was that they wouldn't release it, he said it's gotten worse and he wasn't even suprised at it. This letter was a great start in dropping the score for the next one.
"it wasn't a surprise to me that we fell short of our engagement goal. Nor was it a surprise that scores declined since our 2023 survey"
Stankey said- you want the flexibility to work from home - go ahead , just not my company lmao - su-kers !!!
Stankey has made AT&T a miserable and pathetic place to earn a living.
“Sad part is he himself is a tenured dinosaur from south western bell.”
That’s the hypocritical part.
Market-Driven CEOs
Jeff Bezos – Built Amazon by obsessing over customer needs, not internal opinion.
Satya Nadella – Transformed Microsoft by listening to developers and embracing market trends.
❌ Internally Driven CEOs
Optics-Driven – Forced RTO before competitors to maintain control, not performance.
Legacy-Obsessed – Doubled down on outdated products, ignored frontline feedback.
Disconnected – Assumed everyone is customer-facing; referenced Amazon while misunderstanding employee roles.
What I got from the letter is that he wants employees, friends, and family to switch over to different providers. Truth is, they will probably get a better deal elsewhere anyway once at&t's teaser rate resets. I can understand him caring about subscriber count, but canning employees that are four months away from rule of 75 is criminal. It had nothing to do with lack of work, it was just a game to them.
To be an external Maket-driven process organization we also need a CEO that operates at that level. Stanky does not have the qualities or skills of a Market-Driven Company.
🧠 1. The CEO Shapes Whether a Company Is Truly Market-Driven
A CEO determines whether decisions are guided by:
Market realities (customer needs, competitor movements, economic shifts), or
Internal assumptions (egos, legacy systems, or personal preferences)
If the CEO isn’t aligned with the market, the rest of the company won’t be either.
📉 2. When a CEO Is NOT Market-Driven…
They push initiatives based on their vision rather than customer demand.
They may dismiss front-line feedback from sales, support, or users.
Risk forcing unnecessary policies (e.g., RTO mandates) without understanding workforce trends or industry benchmarks.
Often confuse authority with insight, leading to decisions that alienate talent or damage brand relevance.
📈 3. When a CEO IS Market-Driven…
They actively study the market, customer behavior, and competitor moves.
Encourage bottom-up insights: empowering customer-facing teams to guide product, policy, and positioning.
Know when to pivot or hold steady — not because it looks good internally, but because it’s right externally.
Drive a culture of customer obsession, innovation, and humility.
✳️ A market-driven CEO knows that leadership isn’t about control — it’s about alignment with reality.
Nice demonstration of using AI to summarize.
Sad part is he himself is a tenured dinosaur from south western bell..
Accurate.