AT&T

The salary and benefits are good, whether you are a new employee or a senior employee.

Second and third level supervisors/directors are unaccountable and unprofessional to their employees. They are primarily responsive to their own superiors, without serving the managerial aspect of their function. They rarely, if ever, provide effective leadership and coaching to their employees.

Senior leadership has been ignoring this for years for some reason. Employees are moved around at the whim of their managers and without their input.

The appraisal and feedback process is mostly playing favorites and not truly implemented according to HR processes. Feedback is due at the end of October or early November for the entire year, so November and December are disregarded despite timing for key deliverables.

Departmental goals are not set at an operational level until late February, so there are only about 8 months of goal setting before everything changes again. Organization and roles are in constant churn.

Employees are left chasing a moving target like no other business can compare to. It is not just a dynamic industry; it is poor management and leadership in this company.

Opportunities for advancement are limited to Dallas and Atlanta locations. Opportunities for advancement and development are reserved and preferred for new college "Tech-Dev" hires. After years of supposedly targeted efforts, women in network positions have not had significant advancement in this company.

The return to office mandate is truly a micromanagement layoff exercise.

The first and second level managers, those of us that are left after mass age-biased layoffs, are being overworked. Increase the span of control for the supervisor and director level titles and put the salary and wages into paying managers who actually do the work. Implement a new performance system and hold supervisors accountable to fact-based objective evaluations.