Thread regarding AT&T layoffs

@aj Quit being so logical and thinking for yourself

@aj younger and more competent than our senior CEO.

@aj

Intelligent post and nice to hear. Be in control of your own destiny. Young or not so young. Confidence and capability lands jobs. Being a team player and not being greedy are critical. If people don't like you or can't afford you, you aren't an asset no matter how much you think you know.

@bh ..Stankey would most likely say fiber, and maybe public safety mobility as they areT
T's strongest plays, however I was providing insight into the market based culture concept and the negative connotations around employee satisfaction.

@b3 Which external metric is AT&T beating its competitors?

@OP
A Key-Metric of Market Based Culture is employee dissatisfaction and burnout. This is the path that Stankey has chosen, yet the Board of Directors does not hold Stankey to this same performance based standard.
Market‑based is a results‑driven organizational culture where employees, teams, and the company itself are pushed to, compete, hit targets, maximize profits, and outperform rivals. The emphasis is on external success—customers, investors, market share—not internal harmony.
Key characteristics

• Results orientation** — performance metrics, KPIs, and profit margins dominate decision‑making.
  High competition— employees compete with each other for advancement, rewards, and recognition.
  External focus— priority is placed on customers, investors, and market positioning.
  Demanding leadership— managers expect excellence and push teams to deliver quickly. Speed and efficiency— “do things fast” is a defining trait in the Competing Values Framework.
  Downsides to be aware of
  Employee burnout— high pressure and constant competition can strain morale.
  Lower emphasis on employee satisfaction— internal relationships and well‑being often take a back seat.
  Potential for unhealthy competition— rivalry can become counterproductive if not managed well.

I’m younger and don’t have a pension, so I’m here for the money. You can call that market based as I don’t have any loyalty here. If a better offer comes along, then I’m out. The rest of you are waiting on severance before you take your retirement. Most people sitting around me are way past rule of 75 and 60+. They are in a really good situation honestly, they can go when they get the severance or if it gets too bad for them to stay. I guess Stanks goal is to make them leave on their own and that’s why things are as bad as they are, but all he’s really doing is pushing people like me out the door. As this job market starts to open back up and get better, and it is starting to, more and more younger workers are going to leave while the people they want to leave stay on anyways. He really needs to change direction now or it’s going to be a disaster for them. Sure you can hire new workers, but at a much higher cost (due to the policies in place) and it will take those workers a solid 2-3 years to be really productive. By that time they will be on to the next place.

The solutions imho:

1. offer a voluntary package to the older workers so they will move on, most are waiting on that and that’s why they stay
2. To keep the younger workers, you’re going to have to go back to 2-3 day RTO at the current pay bands, or you’re going to have to start paying them a lot more as the market opens up to keep them around. Just fire people that aren’t working and don’t perform, don’t punish everyone else.

Stanknant dead end.

“Which would you choose?”

I will stay at AT&T since unqualified for those other jobs.

Can’t make me leave.

I’m not going anywhere.

Every job I see is 3 day or 5 day RTO. Some jobs are remote which used to be RTO 5 days. Those folks are lucky. Which would you choose?

And yet you are gonna stay.

So sad you lads ain’t first