Thread regarding AT&T layoffs

@ax news flash...competitors are laying off. Hello. ??

track hours, track presence - make us feel as helpdesk - who cares about results or success or talent ..

that sure works great

They do.not.care. Leadership has been warned, and yet, its a risk they won't even acknowledge. Stop trying to 'make' them understand.

@ez You need to mention that the reduction of the segment rates does not apply to mobility management. This softens the blow.

@b4
I bet you are strong as a ox.

@b4 With your grammar, I believe you truly are HR.

@b4 You go girl!!

with interest rates on the rise, people will get a shock when viewing the retirement plan lump sum decrease come December. Many would do better to bail out now while last year’s GATT or whatever rate is the rule.

@b4 You are as delusional as Stankey himself. Make sure you give yourself a big pat on the back when your "loyalty" is rewarded with a layoff notice. I'm sure the taste from Mr. Stankey's crack will all be all the reward you need.

A PHD at ATT is not the flex you think it is. I agree with your post

@aa
Best post! 👏

The only talent Dallas is after is creative financing talent. They need gifted money launderers to keep borrowing from Peter to pay Paul and buy back enough stock to keep their bonuses up. The work they believe can be done by whatever 3rd world country bids the lowest. This is what happens when you put MBAs and finance bros in charge of engineers and technical people.

@b4 Is a "heavy lifting" example the presence reports? Or is it setting up every 20 minute pings on employees devices to see where they are? Maybe badge swipe and laptop keyboard stroke monitoring? A random 4 pm walk on the floor to see who left early? Maybe I'm forgetting the other ways HR focuses on all the wrong things and invade our privacy?

Regardless thanks for all you do. Our stock price reflects your hard work.

@b4 original poster here. I have a PHD. You probably have a communications degree from a community college. Sit down.

Probably a response by a Low level person, who is degree challenged and thinks they are a HR expert. Leave the heavy lifting to us, sit this one out.

They've created this mess. When people leave, they are so burned out from this place and the last thing they want to do is knowledge transfer. You eff'ing figure it out.

Not to mention a LOT of people leave here and go to a competitor. That's where the knowledge transfer is happening. They can pretend like this remains a desirable workplace but there's literally no data or Reddit threads to support it.

We be sc--wed!

I'm not worried - look at John's track record. One successful decision after another. He's got this. :/

People on my project are doing the work of multiple people who have left. There aren't enough hours to do everything so many things are simply dropped. Unfortunately, prioritization isn't always the best and things dropped later become crises when somebody higher up needs the information and "doesn't understand" why it wasn't done. Everyone seems to have their own idea of what is more important.

When someone leaves, it's not a knowledge transfer on how a system works but only "how do you get that information". So when something needs to be changed or breaks, nobody knows how to change it. Requirement and dessign documents (when they even exist) don't take the place of true knowledge transfers.