You have the opportunity to leave constructive comments during your exit interview. What would be your summary of your experience while working at AT&T?
23 replies (most recent on top)
I left in July. Townes org. Did not get an exit interview. My boss just wanted to make sure I received a gift from my co workers. Mind you, not her. Then said I could go. Was locked out within 5 minutes. Feel the love. I hope DA and JV who work under Townes see this. I got two letters for you….FO. Ok maybe 3 words. PIGS
"And you say you are in a happier place? I don’t believe you."
Now if you could only find someone who cares if you believe.
The people I had my exit interview with thought the company was stupid just like I did. We talked about good times and wished each other well.
“My last day on Payroll was March 30th 2019.”
And you say you are in a happier place? I don’t believe you.
There is an exit interview, but its only a checklist to make sure the company retrieves all assets: ID card, security access cards, keys, laptop, other PC equipment, COU phone, etc. Also to get the employee to sign the necessary paperwork before exiting the building.
The exit interview is entirely voluntary. Just leave everything at the desk on the last or second to last day.
They got my signed resignation and verbal confirmation with my manager. I didn't sign anything else. What were they going to do? Fire me?
There is an exit interview, but its only a checklist to make sure the company retrieves all assets: ID card, security access cards, keys, laptop, other PC equipment, COU phone, etc. Also to get the employee to sign the necessary paperwork before exiting the building.
Nowhere in that checklist is an item asking employees about how they feel for the company and why they are leaving. Nowhere.
My last day on Payroll was March 30th 2019. I never got an exit interview. I landed on my feet. Not as much money but much happier. My wife got promoted the day I got laid off from AT&T at another company and today we are much better off. The thing that hurt was I needed 3 months to make it rule of 75. I had 17 years perfect attendance, never any FLMA time or disability time and beat my numbers every year for over a decade but it did not matter. I view AT&T management after being gone for 5 years as non risk takers and bad business leaders. If you set goals for employees and they met them or exceed stated goal they are making you money. If the goal was not set high enough that is fault of leadership not the worker. Management should be held at fault and surplused.
I never got an exit interview
Thanks for the buggy ride. I'll move on and attack the AT&T customer base for my competition now.
Good talk.
Exit interview? Are you kidding me?
Supervisor wanted the tracking number from UPS and that was the end of it. I was truly remote from where I could have opted to "live my designation" or whatever, so no in-person drop off for me.
I just volunteered for an involuntary layoff. Boss said they don't do exit interviews because there would be no one saying anything positive. They don't want your opinion on an employee survey or an exit interview because ( wait for it) . . . . . . . .. . . THEY DON"T CARE WHAT YOU THINK!!
Just like the culture survey, they don’t care what you have to say at the exit interview either.
There’s really no point.
What exit interview? I didn’t have one or was told was going to have one. Too late now and I am sure they don’t care what I had to say.
I had a great exit interview with my manager. His attitude was right in line with mine. The company is a complete dumpster fire, leadership is beyond incompetent and he's standing by to get his walking papers. My manager was a kind, compassionate and competent leader, respected by all, and he truly valued the contributions his direct reports delivered to the team and the company. We all realized the situation was beyond our control and a lot of good people were lost through no fault of their own but because of the epic incompetence of the buffoon running this company.
First a little background, I was surplussed in June 2024. Why was I surplus? My job was suddenly moved to Dallas and I was not willing/able to relocate on my dime when I had no trust in a long-term position. my exit interview was scheduled at 10 AM local time. I joined the call at the specified time, and all administrative duties were completed. Although my supervisor was late. I waited for 20-ish minutes and she was a no-show. So I dropped and called her COU she was obviously at home, taking care of personal matters, and I disrupted her from his personal duties. It sounded like she was washing dishes. SHe asked why I was calling. I told her our calendars had my exit interview at 10 AM. Her excuse was oh sorry I got busy. Total act of disrespect. I’m still shaking my head. I had a list of talking points for her, but our call was too tense and inappropriate for me to start in on her,I took the high road,so I basically ended the call after one minute just telling her we are done any questions for me she had none. Once again a failure in leadership and to the point above, none of them care. Total POS and she was DEI promotion during the COVID WFH period.
You must enjoy wasting your time
They
Do
Not
Care
Throughout my time with the company, I’ve been proud to contribute alongside a talented team. However, the recent Return-to-Office (RTO) mandate has ultimately influenced my decision to leave. I strongly believe that focusing on an employee's geographical location over their skills and expertise is a short-sighted strategy that restricts our access to the best talent. This approach disregards the incredible progress we've made in creating a flexible, results-driven work environment, one that attracts top performers from diverse locations.
By mandating proximity over talent, the company risks losing exceptional individuals whose contributions go beyond where they live. In an increasingly digital world, talent should be prioritized over location. I hope the organization reconsiders this direction, as the current approach feels misaligned with its goals for growth, innovation, and employee satisfaction.
Align the comp plan of the sales roles into the same metrics as the ranker. If you need to offload a lot of people, just do it. Don’t just push people out with unattainable quotas where 70% or greater of the segment fall into the 4th quartile. Don’t make the current years sales quotas double the actual attainment of the prior year, it’s not even remotely reasonable. Hire managers with successful direct sales experience.
hold the slackers accountable and then fire them.
They didnt want the truth when you worked here.
The majority of leadership positions should have someone of age 35 or younger to align with the demographics of your customer base.
Thanks, see you later. They don’t care what you tell them. Nothing will come of it.