To have a successful business, one must have a fully functional internal environment, but not for Telstra. It has been stated recently that Telstra will plans to cut 8,000 jobs in preparation of their demerger, abolishing 1 in 4 executive and middle management roles and only increasing wages by 1.5%, 0.5% below the inflation rate for their T22 plan (Hutchens, The Guardian 2018 & Patty, SMH, 2018). This poses as a weakness to Telstra is may ruin the company image of them. Even catching the attention of the Treasurer, saying “I’m very disappointed in the news” (Morrison, The Guardian, 2018). Receiving negative attention from the Treasurer is a sure sign that Telstra has made a bad move. To mitigate this weakness, Telstra should look towards HR strategies such as grievance management. Grievance management is when an employee goes to a manager to dispute any disagreements that the employee believes the employers have breached the collective agreement. Though this process may prove ineffective as they must face 8,000 grievances. The best way to deal with all the grievances is to communicate with the unions and to figure out a deal that will please the union, such as discussing the new enterprise agreement, which includes topics such as redundancy plans and redeployment where possible, which will lead to lead Telstra in the best strategic direction that will mitigate bad press and protests against them.
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