AT&T CEO John Stankey has delivered a clear message to employees resistant to the company’s five-day return-to-office (RTO) mandate: adapt to the company’s evolving culture—or reconsider your professional future at AT&T.
In a memo to managers, obtained by Business Insider, Stankey addressed employee feedback from a recent company-wide survey, touching on declining engagement scores, cultural shifts, and the necessity of in-person collaboration.
“Get On Board or Get Out”
Seven months after AT&T shifted from a hybrid work model to a full five-day in-office schedule, Stankey acknowledged that the transition has been met with resistance. However, he made it clear that the company is steadfast in its direction.
“For those in the minority who think, ‘This too shall pass,’ or prefer to cling to the status quo, there may be a disconnect between you and your professional choice,” Stankey wrote. “We are building a market-based culture that rewards contribution, capability, and commitment—not tenure or loyalty.”
A Cultural Shift for Long-Term Relevance
Stankey framed the RTO mandate as part of a broader cultural and operational transformation aimed at securing AT&T’s long-term relevance. Moving away from hierarchical and familial workplace norms, the company is embracing a competitive, performance-driven culture.
“When I read comments lamenting disruption, I challenge you to name a 100+ year-old company that didn’t need to disrupt itself to stay relevant,” Stankey stated. “Discomfort with change is natural, but irrelevance is a far greater threat.”
AT&T’s stock performance has reflected investor confidence in these strategic moves, with shares rising over 21% in 2025 and earnings meeting analyst expectations in the past two quarters.
Employee Survey: Engagement vs. Misalignment
While 79% of the 99,000 respondents expressed feeling committed and engaged, Stankey acknowledged that overall engagement scores had declined since the previous year. He attributed this to the ongoing transformation AT&T is undergoing.
“This memo isn’t just to respond to survey results,” Stankey said. “It’s to help you assess if your professional expectations align with where this company is headed.”
RTO is Non-Negotiable, But Culture is a Collective Effort
Stankey reinforced that in-person collaboration is critical for AT&T’s success in executing large-scale initiatives like network modernization, fiber deployment, and digital transformation.
“We’re a dynamic, customer-facing business. If the expectations of this environment don’t match your personal desires, it’s okay to seek opportunities elsewhere,” he wrote. “For those who need hybrid or remote work to balance life and career, aligning with AT&T’s evolving culture will be difficult.”
That said, Stankey acknowledged flexibility for emergencies or unique circumstances but emphasized that regular remote work is not aligned with AT&T’s operational needs.
Addressing Employee Concerns: Growth, Tools, Facilities, and Wellbeing
The memo also outlined key themes from the survey that AT&T plans to address:
- Career Growth & Visibility: Hub locations are intended to foster collaboration, mentorship, and visibility, which are critical for career advancement.
- Workplace Tools & Processes: Stankey admitted that legacy systems still create friction and promised continued investment in infrastructure upgrades.
- Office Facilities: Investments are being channeled into core office hubs to create professional, well-maintained environments, which was not feasible when the company operated out of 500+ cities.
- Cultural Evolution: Stankey likened cultural change to learning a new language—requiring commitment, practice, and patience.
- Personal Wellbeing: The company is holding healthcare contributions flat through 2026 and continues to enhance benefits, including mental health support and financial counseling.
Measuring Contribution & Addressing Outliers
Stankey also addressed the issue of employee contribution and trust, indicating that AT&T will increasingly rely on data and behavioral patterns to ensure fairness and uphold its “Win as One” philosophy. Significant behavioral outliers, those that negatively affect team cohesion, will be addressed.
“Overlooking these exceptions undermines the trust of those who consistently deliver. Fairness requires that we hold everyone to the same standard,” he wrote.
A Call to Action
Stankey concluded the memo by urging employees to take ownership of their careers and to actively contribute to AT&T’s transformation.
“We are midstream in a multi-year journey. Waiting for change to happen is not an option. Your feedback is essential, and your engagement is what will determine our success,” he emphasized. “Our best days are ahead.”
