2028 will tell the story

The vast majority of people who remain here are just waiting for MR75 or to see what happens with leadership.

There are a lot of employees hoping that when Stankey is gone and a new CEO comes in, one of the first things they do is take a hard look at this completely overextended RTO policy.

Because if the new leadership comes in and decides to keep five-day RTO, I don’t think we’ve seen anything yet.

There are a lot of people who are tolerating this right now because they’re hoping the policy changes. Take that hope away, and you’re going to see a lot of people make their exit at the same time.

And that’s when we’ll find out just how much talent this policy has actually pushed toward the door.

AT&T can change course or keep doubling down. But I genuinely believe the consequences of this decision will become impossible to ignore by 2028.

This company may sink or swim based on what happens with RTO. You ain’t seen nothing yet!

#RTO #Leadership #Attrition #Retention #Morale

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@dh the two are not related at all, but nice try, John.

It doesn’t matter who the next CEO is. As long as JTS is Chairman nothing will change. Employee encompassing decisions are brought to the BOD.
So for everyone waiting around for a new CEO should plan on waiting around for a new Chairman.

@da the build is cancelled, and yes they will if they want to remain relevant into the future. Remember who you’re talking about. The “leadership” team that fails at every swing they take. If T is doing it then successful companies are doing the exact opposite.

They aren’t spending a billion dollars on a new building that’s going to hold ten thousand people and suddenly say, oh yeah you can work from home.

Most of the employees won’t be here in 3 years. There are so many people past rule of 75 waiting on a severance or whatever their date is to punch out, whichever comes first. ATT is going to have a major talent problem very soon as all the senior folks retire and people continue to leave that are non-pension. They need to figure out how to incentivize their under 55 employees to stick around and to also bring in new people. Stankey is right on the demographics, unfortunately for him, he’s not seeing that we aren’t bringing in enough new people that can take over the work of the people that are leaving and they have cut so much they are barely keeping the lights on as is.

“ •••@a9 AT&T retirement healthcare option is still pretty good compared to the offerings on the marketplace”

There is no pre Medicare (65) healthcare subsidy for managment any more.

There IS a United Health Care Medicare Advantage PPO plan for once your
ARE Medicare eligible that most people seem happy with.

@a9 people get it in the upwards of 250k plus to 300k plus in their pension plans.. so that's a big motivation. I need another one year to hit 75.. then I won't leave that money on the table.

Who is going to be the new ceo? It will be one of the cronies from the current cr-p.. so nothing is gonna change

@a9 AT&T retirement healthcare option is still pretty good compared to the offerings on the marketplace.

What is the value of waiting for MR75? Seems as if results vary greatly, but we got no healthcare bridging, a mediocre internet/wireless discount, but what else?

A new CEO won't take a good hard look at RTO. Definitely won't be the first thing. Lol. That will be the least of his concerns. Believe it or not, CEOs don't keep their positions by focusing on employee satisfaction.

I’m out in 2028 regardless of what happens.

Meet the new boss same as the old boss

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2028 will tell the story

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