As in how successful this particular attrition strategy will be? A lot of people can’t comply even if they wanted to. Many skilled people who can more easily find something better will leave. Many will be fed up with conditions and quit. But many of us also need this job, unfortunately, and will try to comply no matter what.
27 replies (most recent on top)
@caf+1wf4ajM8 "Except I have one of those essential roles that can ONLY be performed in the US and only by a 2nd level and above"
I had that too, guess what- I was laid off &
they
don't
care
Do you mind share what expertise do you have, that ** no one ** else can duplicate or replace you ?
I’m smarter than you. Nunya.
NO ONE IS SAFE!
@ljd+1wf4ajM8
"I know that it’s difficult to understand everyone isn’t a loser like yourself, but believe it or not, there actually are experienced and talented experts here that no one else can duplicate. Just because you’re not one of them, doesn’t mean it doesn’t exist.
I know, because I’m one of them. "
Do you mind share what expertise do you have, that ** no one ** else can duplicate or replace you ?
7
Most T employees have no ccomparable (sic) employment options.
Quit gaslighting people, you a--hole. Having T on a resume is not a black eye, and there are a lot of skills that are transferrable to other industries, even if the widgets are different.
Already have 30% of my Org resigned.
Lost two on my team and we have job requests out now.
We have about that many who said they wouldn't move. (Only about half of those are a huge loss for the org.) Not a single position is posted yet to backfill since there's still movement a couple levels up.
Less than 1%.
The people who will leave are either really close to retirement/Medicare or far enough away from it that they will gamble on getting a new position. The ones who are decent who are staying are in their mid-late 50s and may not fare as well in the market place due to age (regardless of capability). Historically, employers didn't want to hire people who wouldn't be there at least 5-7 years and preferably more like 10-15, so they didn't usually hire people over 50. However, with younger employees starting to move positions more like every 3-5 years, it may shift employers to look at the 50+ who have the right skills since they may stay closer to that 5-7 years.
"The work from home thing was always temporary, people always are expected to show up at work, AND WORK !! (sorry if that word made you cry) "
So much ignorance. What a tiny world view you have. I've been WFH since 2006 because the planet is larger than just USA. AT&T is a global company with sites in AP, EMEA that require support beyond a 8-5 desk job.
WFH was never temporary it was just expanded to some people not originally under it's scope. This is as myopic as saying they're gonna take away laptops when there are people like me on call. It's short sighted and honestly I don't think you even work here...or at least I hope you don't.
“So many people on here go on and on about their "skills" and how in-demand their "skills" are, but they just don't understand about having a job.”
I know that it’s difficult to understand everyone isn’t a loser like yourself, but believe it or not, there actually are experienced and talented experts here that no one else can duplicate. Just because you’re not one of them, doesn’t mean it doesn’t exist.
I know, because I’m one of them.
So many people on here go on and on about their "skills" and how in-demand their "skills" are, but they just don't understand about having a job.
They never wise up, or grow up. If the employer, ANY employer, says we are moving our location to another street/city/county/state then your job moves. Employees have had to decide whether to move or not for as long as there have been employers.
The work from home thing was always temporary, people always are expected to show up at work, AND WORK !! (sorry if that word made you cry)
I predict the amount of people that leave will be equal to the amount of people that do NOT possess the basic "skill" of going to work. And all those need to leave.
You’re an expense has been stated many times, the global lords have spoken. Basically comes down to making a decision based on one’s own circumstances. Merit, awards, seniority, experience, etc. don’t seem to be a factor anymore so it’s very frustrating for many employees. Comes down to the bottom line at any cost, layoff to make financial guidance of FCF and now stock buybacks to benefit the elite.
Here are the choices,
- Stay knowing that it will be an unstable dynamic environment going forward and have a plan for any contingency. Also, need to choose your attitude daily to survive all the challenges. Focus on being at peace with your decisions for your own mental health and your families because it affects them too. Staying in constant stress and anxiety has bad consequences on a lot of physical and mental levels.
- Have an immediate exit strategy of retirement, quitting or wait on the call while preparing for employment elsewhere. There are resources for guidance on HR one stop for retirement or just exiting, it gives a lot of information about policies and needed contacts. Note: You will need to select the specific resource based on being management or bargained because there are some obvious differences in benefits.
Happy New Year!
Less than 5%. Most T employees have no ccomparable employment options. T leadership knows this.
Quite a few have already indicated they are leaving or planning to leave the company. Kind of like the old mandatory move to el segundo that stank tried with Atlanta, even then it was a 30% pay bump and full relocation, the no’s were so huge they had to scrap it. With the new RTO and 5x8 monitoring scheme, so many people are going to quit they will have to roll it back. I already know of a couple lawsuits being filed over exempt classifications given the monitoring. Likely a class action coming.
For those in a hub location already it'll be 10-15% for those in non hub and forced relocation it'll be 60-70% maybe higher.
“BTW it’s all academic because your job IS going to Bangalore with or without RTO.”
Except I have one of those essential roles that can ONLY be performed in the US and only by a 2nd level and above.
Womp womp
We went back to 5 days a week September 2023. We had one person quit out of a large hub. Most of the big talkers on here are going to keep working also but they're going to come out here and try and sound brave and strong and big and I know better than everybody else. Well you're not and you don't. The tech job market is very tight right now and we all have rent or mortgages and other expenses. Those of you who continue to come on here and talk about quitting etc or just a bunch of blow hards and if incredible minority. So grow the f** up. And if you worked 5 days a week before covid you've got nothing you can complain about we all knew it was temporary.
Hopefully 50 percent. That would be a good start in purging the bloated herd. BTW it’s all academic because your job IS going to Bangalore with or without RTO. It’s been baked into the financial models that Stink is tracking. Forget about new technologies or new products…it’s all about layoffs baby!!!!!
You Id-iots who don’t believe this will cause massive resignations are either not employed here or just trolling.
It’s already happened, people have left, you’re seriously underestimating just how many people are ready to leave this place.
Get a clue!
I know of 3 people. Me, Myself and I. My attorney says I have gathered all the appropriate documents, emails and video captures of town halls that I need for him. Sharepoint was particularly beneficial because apparently they don’t have any standards in place to exclude documents in a company wide search.
Massive.
Already have 30% of my Org resigned.
Lost two on my team and we have job requests out now.
Less than 1%.
Compliance doesn’t matter. If they want you gone, you’re going to be gone. It makes no difference who you are, where you work, or how good you are at your job. You’re an expense and this company values no one. The only thing you need to decide is if you want to voluntarily leave or wait for them to (hopefully) provide you with a severance payment and unemployment. There’s no future here. I feel bad for those who are still clinging to hope.
The estimates are around 15% by the end of Q1. Most of those will be the younger workers and the more skilled and talented people (A players) as they will have the most opportunity to find new roles quickly. Then likely some retirements. All in, maybe 25-30% reduction in headcount in the first year.
Not enough.
Don't be so dramatic silly.