@28b+1jtrsda5h
"Right now? Nothing. And it's the people that do it are going to wreck the flexibility we have."
Flexibility? I think you've got the wrong forum buddy. This is U.S. Bank, home of RTO and the grand, offshore queen, her highness Gumball Kurry!
Right now? Nothing. And it's the people that do it are going to wreck the flexibility we have.
Adhering to anything is unsanitary, unless the surface has been cleaned thoroughly first. So, you should definitely stay away from the hubs.
Unless you don’t use any vacation, sick time and work holidays, 100% isn’t achievable unless you make up those days. 75-80% should be the goal.
Cecere had a disability (autism) and therefore an excuse not to deal with people.
My boss shows the dashboard to the team each week and we all get golden stars like children.
It’s good that our main boss lives remote.
Rules for the peasants.
What’s to keep someone from just coming to swipe their badge and then go home?
I have been told that the RTO isn't going to be measured but instead they are going to count how many new friends we made during the year.
I've been told by a couple people under different managers that their manager said it is completely up to them whether or not their annual review is impacted. They were told the manager isn't including it in their performance review so don't worry about coming in. Things are clearly not being handled consistently.
In my department, bonuses, raises, and promotions have been tied to RTO adherence.
HR makes reports available for managers to see who is badging in 3x a week. It is a component of performance, so if you don’t do it, your performance review will not be good, and you can kiss your boffo bonus goodbye.
I have experienced the consequence of collaboration.
Andy Cecere was let go due to his poor RTO performance.
Everyone says that, but I haven't met anyone who's experienced that.
Raises and bonuses were impacted in annual reviews.
Not*