Would Your Employees Train on Their Own Time?

“The company has to look forward and transform. If it doesn’t, mark my words, in

3 years we’ll be managing decline.” [2016] Randall Stevenson, CEO of AT+T

AT+T has been swimming upstream for 20+ years now.

Long-gone are the times of one landline in everyone’s home.

In order to survive, the company has adapted to, embraced, and conquered cellular networks, cable television, fiber optic networks, satellite networks and streaming networks – all on a national scale. In order to keep up with the rapid changes in technology and infrastructure, their employees have had to constantly change, adapt and grow as well.

Is your company forward-thinking enough to do what AT+T has done?

Between 2013 and 2016 AT+T spent 250 million on employee education and professional development programs. According to Stevenson, the CEO, employees are expected to put in 5 – 10 hours a week in professional development – on their own time. The company pays for or supports their educational efforts but does not directly supply all the training that is needed.

Additionally, the company created their own masters program in conjunction with GA Tech; and then opened it up to the public via Udacity. There were two reasons for this tack – 1) they couldn’t find enough people graduating with the skills that they needed to fill the positions they had open – so they had to create a bigger supply somehow, and 2) Any member of the “public” who enrolls is a potential (well educated) future employee – so they are building a pipeline of skilled employees.

Now THAT’s a future-thinking organization.