I've heard LOBs are being given the autonomy to decide on bonus impacts to individuals that do not "meet" the RTO guidelines. Are others hearing this as well? I do not understand how an organization with its second largest "campus" being remote can negatively penalize those who are hybrid? Of course, if everyone was hybrid I could see the justification in bonus impact. Everyone is on the same grading scale. At this point, I do not know which work classification is worse. Remote and not having the ability to advance your career and/or take another role. Or hybrid and having this additional metric to be graded against for bonus. It'll be an interesting time come Sept. All this energy being put into making the "in office" experience better.. when the focus should be on providing & creating the best experience for our members & employees.
11 replies (most recent on top)
@1mwk+1odnnbKe
Commuting 4 days a week takes HOURS upon hours of wasted time just driving in godawful traffic then once you get there, finding a seat, setting up your workstation etc. I agree there is no good situation right now and it appears that the company is hemmoraging cash which is why they are trying roundabout ways to reduce headcount and not pay bonuses. Everyone has it bad right now.
I would say remote people are screwdriver more. We are basically being shown the door. It isn’t hard to hit the RTO metrics. They su-k but not sure how you don’t hit them.
Unfortunately, it doesn't matter what you do..the company is hemorrhaging and is unsustainable in many different ways. Having ears open helps, stay off the network on your personal devices, they see everything. Do not charge your phone via dock, you'll be a network device on their network and it'll be captured and explored for "vulnerabilities". Notice where HD has been routed...its in the open where this is headed. Everything is and will be used to shed numbers..
this is exactly what Wells Fargo is now doing- thank all of the "left overs" that came from Wells on this one
Yes, I’ve heard it from our EMG as well, starting Sept 1, they will be hammering in on the monitoring for RTO and that it’s part of our performance metrics and will impact our bonus if not met.
I’ve heard it can impact up to 50%.
I’ve only heard rumors (from EMG). Nothing in writing.
That is interesting. I have not heard one peep about this through any communication from anyone.
Well, they must find the money to pay the extra EMG bonuses from SOMEWHERE….
You can thank Tamla for this, too. I’ll give her this, she and her team of HR thugs are creative! This, along with an increased percentage of people who MUST be given poor performance ratings no matter what their actual performance is, PIPs and other disciplinary action based on lies, smoke, and mirrors, and everything around RTO is designed to force as much attrition as possible. If you don’t leave on your own, and you aren’t young, underpaid, and drunk on the cool-aide you will then get fired for completely fabricated reasons. We all know it, we can all see it. But we will be lied to, again and again and again, and told there’s some bullsh-t reason why this is “good for collaboration” and that they have the numbers to prove it…which of course, they don’t.
There is no autonomy, plain and simple the entire RTO push is to hit people with de-merits and not pay the bonus this is coming from the top down to all LOBS