AT&T’s New Direction Has Me Reaching for the ‘End Call’ Button!

Hello?! Is this the Same AT&T?

AT&T’s CEO, John Stankey, just dropped a company-wide memo that’s making waves and not the friendly, customer-service kind. It’s a full-on pivot to a “hardcore” performance-first culture.

But here’s the kicker: this wasn’t random. It came directly after leadership reviewed the results of the employee engagement survey.

Apparently, instead of addressing employee concerns, they doubled down on efficiency, accountability, and results - essentially telling staff, “We heard you… and we’ve decided to work you harder.”

Your Call Will Not Be Answered in the Order It Was Received

The new marching orders are clear: your value is based on output, not tenure. Stankey’s memo reads like a call script for a performance-obsessed company, not one that’s trying to win back employee trust after an engagement survey.

Employees expected more collaboration, communication, and support; instead, they got a reminder that loyalty doesn’t guarantee job security.

Unlimited Data, Limited Patience

The survey feedback revealed frustrations, but instead of tackling those issues head-on, leadership seems to have interpreted it as a green light to crank up the pressure.

The focus is on speed, adaptability, and market wins. Sounds ambitious, until you realize it risks creating an environment where burnout replaces engagement as the company’s most consistent metric.

Dropped Calls, Dropped People

A performance-first culture can be a motivator but only if it’s paired with genuine support and development. Without that balance, it becomes a slow culling of the workforce. Longtime employees who’ve weathered AT&T’s many transformations could find themselves cut loose faster than outdated copper lines. The irony?

The engagement survey was supposed to retain top talent, not give them reasons to leave.

Can You Hear the Investors Now?

Wall Street’s reaction? Pure applause. The market loves a CEO who promises higher productivity and leaner operations. But here’s the reality check: investors weren’t the ones filling out that engagement survey. They’re not the ones watching their feedback turn into a mandate for more output and less job security.

Before You Pick Up, Check the Caller ID

If the response to an engagement survey leaves you feeling less engaged, that’s a red flag. For AT&T employees and anyone in a company making similar “hardcore” pivots, it’s worth asking:

Do I still want to be on this call? Because sometimes, the smartest move isn’t to wait for the next memo… it’s to press “End Call” before you become the next dropped connection.

TL;DR

AT&T asked employees how they felt… then used the engagement survey as inspiration to crank up the pressure. Wall Street’s clapping, but workers just got put on speed dial for burnout. If “we heard you” turns into “work harder,” it might be time to hit End Call before they drop you.