Thread regarding AT&T layoffs

The results are almost finished cooking- will be released once they cool down.

There are many signs of a sociopath. One is constantly oblaming others for problems or your own making and in some case accusing others of behaviors you engage in (projection, transference) Stank is either of sociopath or psychopath should never have been promoted above manager level. Surreal clown world

What??? No, T C suite doesn't care about what the employees think! Stink just doesn't want to pay the millions to the survey company. Now that's leadership!!!!!

“Rainbows and Sunshine, that is all they want to hear. LOL, what a laughing stock leadership has become over the years. Blame it on the front line verses looking at what Executive leadership has done to mess this place up so bad. But they will continue to get their excessive payouts and act like it’s everyone else’s fault. Thank god I got my package, good riddance of this B$. Mic drop/outa here for good.”

NAILED IT!

THE BEATINGS WILL CONTINUE UNTIL MORALE IMPROVES

If you are one of those underperforming malcontents, you don't care just as long as you find some that are miserable like you.

Rainbows and Sunshine, that is all they want to hear. LOL, what a laughing stock leadership has become over the years. Blame it on the front line verses looking at what Executive leadership has done to mess this place up so bad. But they will continue to get their excessive payouts and act like it’s everyone else’s fault. Thank god I got my package, good riddance of this B$. Mic drop/outa here for good.

@1hcg+1stm9siC

“I imagine that before the next Employee Satisfaction Survey or Culture Survey they will add a multiplier to our bonus pay out based on the results of the survey, like they have done in the past.”

Isn’t that just a cluster! To tie employees bonuses to have how BAD the actual company culture is when the ‘average’ manager employee has ZERO to do with the BAD $$$ decisions (that the C-Suite made) the thousands of employee layoffs due to RTO, the inconsistency of how RTO is being rolled out, they can’t even share the REAL survey results after “strongly encouraging” manager employees to take the LONG survey etc etc etc!

I imagine that before the next Employee Satisfaction Survey or Culture Survey they will add a multiplier to our bonus pay out based on the results of the survey, like they have done in the past.

A few years ago they claimed the span and and control numbers "how many direct reports you have" was out of whack. My L3 has close to 30 direct reports and the higher you go, the numbers get fewer and fewer.

Yet they like to blame those same L3's for everything.

“An employee survey at T is like asking the mortician about the cancer prognosis in the corpse.”
Primarily due to employees never being honest when filling them out.

WTF! An employee survey at T is like asking the mortician about the cancer prognosis in the corpse. Too late you fools. SBC leadership ki-led everything it acquired.

"Besides the usual; blame everything on the L3 and L2 management and charge them with "fixing" it. Which most of us that have been around a while know ultimately means some more mandatory training courses that we don't have time for."

Always the plan... I think about it as I answer the surveys, wondering what I'll be assigned to "fix" when the results roll out.

I don't know how many times I have to say this but the company and the style of questionnaire they used was not for us, it was not to help improve the culture, is there a company that helps come up with plans to cut people and save money.

Stankey is infallible, if you don't believe this, just ask him, he'll tell you.

“Idk I think there’s plenty of blame to go up the chain from your immediate boss all the way up. For the most part the L2 associate directors are in the same muck or worse than the people that report to them. Most of them try and take the brunt. The pain starts at the L3’s with some of their asinine edicts. Not all of them are like that, but quite a few are. They make some team policy often that is just bad and works folks to death trying to please the ones above them. Basically once you get the L4 and up, that’s where the cluelessness really starts. Those folks could give a rip about anyone below their direct reports (which are mostly L3’s) and do nothing but talk about the people above them, after all, once you make AVP you want to get to VP and so on. So it’s just ladder climb mode from narcissist that don’t know how to do any persons job below them or had very little clue about anyone below the L3. That’s where the culture goes sideways. You have a bunch of social butterflies running the show, with no actual knowledge of how to do anything other than be liked by those above them, running teams and making policies and decisions that make no sense (or cents). This is why if you want to change the culture, you promote from within the teams. Don’t bring in outside “talent,” your buddy from another group, or whomever is just good at power points and speaks well with a high emotional IQ. Promote the ones getting results and making it happen. Those are the people everyone respects, knows the job and the people. When Corp’s got away from that, that’s when everything not just at this company but most places went sideways. The real talent is the person posting the numbers, not the well spoken.”

100% - unfortunately this isn’t the kind of company that recognizes that engineers and technical people make better leaders than business majors.

I don’t see this happening, unfortunately.

Take the “L” out of the preposterous, superfluous “LWD”. This place has proven devoid of any true, legitimate leadership.

Idk I think there’s plenty of blame to go up the chain from your immediate boss all the way up. For the most part the L2 associate directors are in the same muck or worse than the people that report to them. Most of them try and take the brunt.
The pain starts at the L3’s with some of their asinine edicts. Not all of them are like that, but quite a few are. They make some team policy often that is just bad and works folks to death trying to please the ones above them.
Basically once you get the L4 and up, that’s where the cluelessness really starts. Those folks could give a rip about anyone below their direct reports (which are mostly L3’s) and do nothing but talk about the people above them, after all, once you make AVP you want to get to VP and so on. So it’s just ladder climb mode from narcissist that don’t know how to do any persons job below them or had very little clue about anyone below the L3. That’s where the culture goes sideways.
You have a bunch of social butterflies running the show, with no actual knowledge of how to do anything other than be liked by those above them, running teams and making policies and decisions that make no sense (or cents). This is why if you want to change the culture, you promote from within the teams. Don’t bring in outside “talent,” your buddy from another group, or whomever is just good at power points and speaks well with a high emotional IQ. Promote the ones getting results and making it happen. Those are the people everyone respects, knows the job and the people. When Corp’s got away from that, that’s when everything not just at this company but most places went sideways. The real talent is the person posting the numbers, not the well spoken.

I wouldn't mind see the true results

Look at the previous post with the McKinsey article. Leadership has been doubling down on everything that piece recommends sans AI integration.

McKinsey ran the survey. I highly doubt they told the execs that the idiocy of the last year should be reversed but I would love to see the reaction if they did.

Just the fact that my group had to spend ANOTHER entire hour talking about the layest layoffs, the insane office rules (the surveillance reports, how many hours before it ‘counts’ as a day and on and on), whether more offices will be closed and so on shows what an cluster the last year has been. My VP actually tried to be rational and treat us like adults but the directors basically had to correct with the rigid stupidity that leadership wants. And they wonder why the culture is fu---d up.

“It sounds like you care.”

I think he’s implying that he’s answering the question of who cares and why you should care - the answer being because it makes Stank mad and anything that makes him mad is probably good.

It sounds like you care.

So what happened in LWD session in Dallas with all the L3/4s?

So before people go off on the term L3 and L2 management, any non-union person is considered management so for clarity, they want to blame it on level 2 and level 3 supervisors.

I heard any promotions to this level will basically be non-existent and anyone at these levels will be scrutinized. That's because the Stank won't acknowledge the problem is really more like at levels 5 and up. Both in bad decision making and being totally out of touch with people below them.

Level 3 supervisors are generally ignored by the higher ups and often are just too afraid to stand up for their reports anyway. But at least they weren't the ones that put the company in debt and aren't the ones making the decisions that are making life at work toxic.