#wlb

I feel like things are still generally ok on the core teams here at TD. The important people are still here and the wlb is still great, who else feels the same?

About this time on Sundays is when I start dreading going to work at dell. This will be my last year at dell one way or the other

I am in my forties and have tried all the usual advice, eating better, walking outside, staying active. None of it touches the exhaustion that comes from constant overwork. At some point it stops feeling personal and starts feeling like the job is designed to drain people no matter how careful they are.

.. the Telekom/TMobile is 11th and Verizon is 16th... How come TMobile is better than ATT at the US soil? Well for example they still offer hybrid working policy.

listen i'm not killin myself for this paycheck. the bare minimum is where its at. save your real effort for your own life not this job.

I know there are a lot of people at target who have worked there many years, and perhaps even their whole career since college.

I don’t know how I’ll be impacted next week but I am new enough to target to know this sh-t happens and it su-ks for a while and can be tough to find your footing. But, there really is good stuff waiting for you outside of the company. I know there is for me if I am part of the group that goes.

I left a really good, fulfilling job when I was recruited to target and I’ve just been kind of observing things crumble around me since I joined 2.5 years ago at a fairly consistent clip basically since day one. That’s been hard and disillusioning.

And, it’s hard not to get caught up thinking catastrophically. For me, it’s easy to spiral over the shitstorm of this administration and the utter callousness of our national leadership. It makes me worry about the economy and the fact that people are not okay right now. It’s easy to spiral over what AI means for the future of work and the fact that CEOs and rich fu--s the world over will stop at nothing to disrupt people’s lives in the name of profit.

I try to remember that the pendulum will swing back on politics. It’ll be painful in the meantime but it’ll shift. And the future of work will look differently. I’m not sure what that will mean for me or my future children or grandchildren. But I try to remain hopeful when reminded that recent human history has gone through a number of these sea-changes, and we persist.

Target is a company that makes money from making a bunch of sh-t we don’t even need. It’s good to have a job and we don’t deserve this. I’m glad I have a job at Target, but a job is a job, and there is truly more to life and other ways to make a livelihood.

Don’t let Target’s bullsh-t and the fact that a bunch of overpaid, unseasoned, remarkably average corporate losers made a consistent series of poor decisions over multiple quarters define you or your worth.

This "RPM" announcement sure if making me feel in Good Hands and like Allstate really cares for my well-being and work life balance!

I love being expected to babysit shops on top of investigating liability, handling claimant rental, and just all the other joys of my job!

/s

I've been RTOing for a while now, and it still feels pointless most days. My work gets done the same as when I'm home, just with more noise and random chatter I don't care about. The constant interruptions make it hard to focus, and the commute eats up hours I’ll never get back. And for what? I still can't figure that one out.

But I’m a chicken. I’ve got a family, aging parents, bills that keep climbing, and debt that isn’t going anywhere, while the options out there shrink by the day. So yeah, I’m worried out of my mind. It’s not helpful, but I honestly don’t know how to help myself. Most of us don’t have solid ground to stand on or savings to weather the storm.

1. Your boss is not your friend
2. Who you know beats what you know (building a network and nurturing it consistently is critical to success
3. You are REPLACEABLE at Work NOT home (In 20 years the only people who will REMEMBER you worked late are your kids, family and loved ones
   4.Loyalty rarely two-way street,in hard times will won't be returned
   5.Time is scare than Money. We can re-earn money but never Time
4. Comfort ki-ls Progress (You grow when you take Risks, Not when you play Safe. Please finish items 7,8,9,10 and so forth...by adding harsh career truths :)

I saw a coworker’s post who took the severance last year and guy’s on a beach somewhere, looks healthy and happy for the first time in ages. It definitely made me stop scrolling for a second and wonder what I’m still doing here.

From the AT&T board
https://www.thelayoff.com/t/1w2xikUC

No more flexibility with my mornings. No more working through lunch. No more working weekends and certainly no more hopping on my computer in the evenings. You’ll see me from 8-5 4x a week not a minute more. I used to give Ford more time than I should have because I was a team player and they afforded me flexibility. No longer.

Good luck!

RTO really boils down to two drivers: control, and the financial interests that CxOs hold in commercial real estate companies. The more employees are physically in the office, the more those properties stay profitable. It has little to do with productivity and everything to do with money and power.

On a personal level, RTO has increased my monthly costs by about 25% compared to working from home. Between gas, parking, meals, and other daily expenses, the difference adds up quickly. On top of that, I’m losing about 90 minutes a day to commuting - time that could have gone into either more focused work or simply maintaining some balance at home.

So while companies frame RTO as being about culture or collaboration, for workers it often just means higher costs, less time, and no real improvement in output.

A pay cut? Loss of benefits?

I have a few offers on the table paying less. Some have little to no benefits.

The math says i should stay here but its hard to put a figure for savings on things like mental well being, commute, and not being exposed to every single strain/wave of covid.

So my question is, what would you give to never have to go to the office again?

Left the dump recently. Took me a few months to get an offer. After a month, I cannot think of a single thing that is worse about new company. Very eye-opening.
This makes me wonder: has anyone else left U.S. Bank and realized just how bad of an employer it was?
The bank also appears to have slashed the salary range on the backfill listing.

I don’t get why we’re being told to come back to the office. It doesn’t feel like it’s about the work. We already proved we can do our jobs at home. It just feels like productivity theater.

They say attendance is going to be part of reviews now. But the bonus is laughable and the RSUs don’t mean much. Doesn’t seem worth it.

What gets me is the execs still working remote. Some of them barely show up at all. Feels pretty hypocritical.

And honestly they can’t fire everyone. The company needs us more than they admit. These rules only matter if we all go along with them.

I hope some of the ECS leaders are outed! Clueless and self validating, speak to people like they are butlers or maids and have no respect for workload balance, I always lose out to the boss’s minion because she brings her pillow to the computer each night, can’t wait to be rid of this whole dysfunctional team, they will finally appreciate me when I’m gone!

Anyone heard of possible force scheduled days in office?
I was on my weekly manager call this morning and the topic came up of division heads possibly setting forced days in office so that everyone is able to “freely collaborate” without needing to worry about trying to coordinate days in the office together.

HCMs can’t take off work for anything but we have managers and ADs who are taking off every week for any opportunity- either blaming sickness or other endeavors and are not available when needed. The work life balance is not there. Maria J needs to pay more attention as a director before she loses her best performing HCMs

You know work life balance it’s called. While working from a stinky unventilated office 5x8

Come back to the office it’s totally safe they say! Meanwhile some crazy person walked right into an office building and started shooting people on the 33rd floor today in NYC!!!

When will we change our RTO policy back to 3 days in office / 2 days at home? Also it looks like our stock is soaring so we need to give EH his flowers. He has done a fabulous job putting Nike back on the map. Its only time until this site will just be positivity. Hopefully no more reorgs or layoffs moving forward.

But he expects the employees to trust the leadership if/when they deliver the results of the employee survey. I know . . . They Don't Care!

Hey all - open question herewith, not a complaint.
I've been at Intel for a while, love my team, and I'm trying to be objective about this. The new 4-day-a-week office policy is what it is. It’s the chatter about stricter presence monitoring - badge tracking, logins, VPN activity - that has me wondering. I'm not trying to game the system, just trying to understand: where’s the line between reasonable oversight and micromanagement that ki-ls morale?

I’m not looking to leave, so I'd rather learn from those who've gone through a similar shift or heard from your friends in other big tech companies. What felt reasonable, and what became unbearable? Was there a transparent conversation about what data was collected and why? Did these policies actually help collaboration, or just add a layer of stress?
I'm not anti office; I just believe work should be measured by results and trust, not by clock watching. Any practical tips for talking to a manager or HR about this? Or examples of balanced policies you've seen elsewhere?
Thanks for any honest input.

Maybe it’ll hit when the expectations become impossible to meet, by design. Or when it becomes too painfully obvious that efficiency, productivity, and real collaboration have all declined, and no amount of corporate fluff can cover it up. At this point, it feels pointless to complain about the rising costs, the exhausting commutes, or the arbitrary rules. They don’t want you to adapt. They want you gone.

Is this confirmed?

Starts end of Q1 2026. 4 days in office. WFH day is your choice. Exceptions will be gone unless you live >50 miles from an office.

OP: @gk+1k0yj1e9x

LBT is building a system where manager will get report for employee to be minimum 32 hours at office .
Ideas discussed at ET+ HR :

1. Add entry exit badge
2. Add computer login based tracking ( remote employee)
3. If < 32 hours . Exception generated and manager need to override in system
4. Convert all blue badge employees to non-exempt to legally track it time sheet
5. Grade 10+ will be excluded from teaching specially VPs

If working at the office is more efficient, Why not have a 5 day RTO to strive to be 100% efficient?

Not sure about claims of RTO4 or loss of sabbatical but can’t explain $100 a share without the Street thinking we will cut costs hard

Because they don’t care about productivity, efficiency, collaboration, or the actual results of RTO. What they care about is pushing people to quit. Every RTO rollout, in every company, has always been about attrition first. RTO has been around long enough to know it doesn’t improve anything. If anything, it makes things worse. Except when it comes to driving people out. That part works perfectly.

So far, the only difference RTO has made in my life is more hours wasted commuting and higher expenses. I still haven’t met a single person I actually work with. Doubt I ever will. Any time I “gain” by not working late nights, I now spend stuck in traffic. I’d have more respect if they just admitted the real reasons. Because let’s be clear - this isn’t about collaboration and efficiency.

Didn't take long to figure out RTO was a losing mandate.

https://thehill.com/opinion/campaign/5412153-remote-work-reversals-state-government/amp/

I estimate that commuting three times a week is costing me approximately an extra $50 weekly, or $200 monthly. To make up for my increased expenses, I'm thinking about cutting back on some/all of the following:

• Christmas gifts for the family
• Contributions to my 401(k)
• Donations to the Elevance Health PAC
• Tithes to my church

What have others considered cutting back on?

I work at a PulsePoint location that lacks sufficient facilities, particularly meeting rooms. All Staff VPs have their own private offices with doors, yet the few small meeting rooms (designed for 1–2 people) are reserved exclusively for them. With the return-to-office policy now requiring three in-office days, there’s a clear shortage of spaces for quick meetings or 1:1s. It’s unclear why these additional rooms are restricted to Staff VPs when they already have dedicated offices—it just doesn’t add up. They don’t even need them but others are not allowed to reserve them!

Remote worker, just laid off, supposedly so they can use my headcount on someone in-office.

My manager is now spending several work hours each week driving to and from an office where none of their direct reports or other immediate team members are located. What a significant impact on people leaders’ ability to be available to and collaborate with those who need their time and support most! I hope leadership takes this loss of meaningful (and the most essential) collaboration into consideration as they contemplate the impact of this unnecessary requirement on people leaders, who in many cases are already burdened with far too many direct reports to be maximally effective. Now they have even less time to be available to those who depend on them the most.

New leadership believes developers are not able to complete deadlines at home. Prepare for a sweeping RTO mandate.

You don’t build culture with mandates and badge scans. We believed in connection and trust, and now it’s all about control. Starbucks used to feel different. Now it feels like we’re just being managed for show. You can’t force community. You have to earn it.