Thread regarding AT&T layoffs

“Imagine using RTO instead of employee skill and contributing as a performance metric. This is why AT&T is so fu---d.”

Leadership at big companies like T are notoriously out of touch, and they honestly believe anyone with X skill is the same as anyone else with X skill, they genuinely believe that they can cut heads, replace with overseas contractors for the time, and rehire later once economic conditions change with no impact…they really do believe this.

They’re not worried about losing talent because to them all talent is replaceable. They tend to discount (or ignore) highly skilled technical positions that may take 6-12 months for an employee to get to the productivity level or a senior employee, as these kinds of positions are probably by and large the minority.

It’s unfortunate, but as others have said, they just don’t really care.

"Imagine using RTO instead of employee skill and contributing as a performance metric.

This is why AT&T is so fu---d."

yeah, I wouldn't invest a $2 bill in this leadership. layoffs will wind down in about 2 years and and the bell curve of a d-mb workforce + no more shrunk labor costs will will be at about 01012026. caveat emptor

Imagine using RTO instead of employee skill and contributing as a performance metric.

This is why AT&T is so fu---d.

The intent is to make the lives of targeted employees miserable enough so that they would quit resulting to no severance costs - pure evil.

“The words Legg and great should never be used in the same sentence.”

The words Legg and yapping chihuahua are ok though.

Clearing dead weight.

“Legg Dallas/Atlanta Relo RTO is a great attrition enabling strategy”

Lawsuits can target companies and also individuals personally.
If this “great attrition enabling strategy” is executed equally across the board, T is fine. but if executed with bias, look out!
If it is proven that any of the following is occurring, T and individuals are in trouble:

1. Scenario 1. Individuals that said NO to a move
2. older people let go because they declined to move.
3. others that said no extended to later waves. (wave 2b, wave 3a, wave 3b)
4. Scenario 2. Individuals that said YES to a move
5. older people jobs terminated a short while after saying YES.
6. others welcomed at new location
7. Scenario 3. Individuals that were let go overwhelmingly replaced with DEI individuals (younger, or female, or people of color).

How many individuals do you know that fit into these scenarios?

Strategy that will lead to disaster. RTO will backfire. Watch it! Stankey long record if failures will be even longer.

The words Legg and great should never be used in the same sentence.

If something bad happened to them (Stankey, Legg) I wouldn’t honestly feel bad about it or be surprised.
Just saying.

Allegedly there's a line item on the budget spreadsheets figuring in attrition due to return to work