Thread regarding Citrix Systems Inc. layoffs

Krause wants to see people in the office so he can identify people for the next round of cuts. People who are timid and will work hard for low pay can stay until the end, but most others will be cut eventually in future layoffs. This is how he operates, cut and measure, then repeat. That's his process for reducing expenses at other failing software companies

@2grd+1jljpOHx and who are you?

“People talk _too_ much.”

Thanks for addressing the points that I raised that have nothing to do with the actual RTO policy. Good trolling

People talk to much... an email was sent... simply... if you show in workday as a remote employee or you were hired as remote, no changes to you and the person is not expected to be back at the office... but if you were not hired as a remote or never converted to a remote position, what is the problem? They are offering transition time for people to make arrangements to go back to the office. People wants just to take advantage of the situation and expecting to continue being remote when they were hired to work from an office.. lets be real

As I stated at the end of my TED Talk, I’m inclined to agree with you. Still, I’ve lived long enough to learn not to hold my evaluations of other people too closely. I allow room for others to surprise me, though I don’t expect it or base my decisions on it.

A private equity firm is running things. There's no such thing as integrity. Only profit matters at the expense of everything else. Krause could burn this company to the ground and not care at all as long as he gets paid.

I’m not sure we will eventually go hybrid. Reading their board, it seems that the work-from-office policy is strictly enforced at Broadcom, from whence our leader hails. It isn’t enforced there as a way to get people to leave without paying severance, as they don’t have that set of circumstances. This seems to be a policy driven only by TK’s beliefs and convictions as learned at Broadcom.

The worst part about this for me isn’t the RTO policy itself. It simply represents a new set of circumstances surrounding my employment as a Citrite, with new trade-offs that I can evaluate and decide whether I want to remain. The worst part is the disconnect between his introduction, speaking of data driven and transparent decision making, and the explanation for the RTO policy and the way the explanation was (not) delivered. TK didn’t even have the integrity and courage to announce the policy himself, even though he is clearly it’s origin and sole reason for existence.

Currently, our leadership has given us zero evidence that their words are trustworthy. In fact, we have only seen negative correlation between words and actions. How can we trust any statements about at-market base pay and above-market equity/profit sharing, or that flexible PTO won’t result in us never being able to take time off, or anything else communicated to us? Based on all the evidence I have available, I cannot. (As an aside, the one statement I do believe is that we will know whether we stay, go, or transition by end of year. I believe it not because the speaker is credible, but because it coincides with the end of the fiscal year, and it’s best for financials to have the costs of severance and the reduced costs of reduced headcount on the books before the new fiscal year begins. Of course, that doesn’t prevent them from starting a new round of layoffs next year. I expect they will be perpetual).

That said, I also understand that there are practical and legal reasons for communicating in certain ways when layoffs are pending or ongoing. Perhaps the new leadership does have integrity and will demonstrate it after the initial restructuring is complete. If so, I hope they understand how far they have to go to build trust and restore their credibility. I don’t really think TK and the new owners actually care about trust, integrity, and their credibility though. None of that is necessary to make money in the short to mid term. The absence of those qualities in leadership, however, does result in an abusive workplace environment. That’s why I’m planning on leaving when the right opportunity presents itself.

Look, they want people to quit. RTO is how they are doing it so they don’t have to pay severance. They are under contract for a year to pay out the old Citrix package. So the idea is to make people uncomfortable so they’ll leave. don’t fall for it without a package or an amazing job offer.
We’ll eventually go hybrid.

If they terminate you please consult an employment attorney.

They are 100% monitoring badge scans and application use and will use it to terminate for cause. They are also watching for document transfers outside of Citrix. If you want out I wouldn’t give them a reason to let you go without a severance.

No, my friend. Futbol is life. Futbol is life!!

what's an office? I thought "remote-work" is life! I worked on my elevator pitch for many years how Citrix enables and empowers the remote-worker. Thanks Mark T.

Ok, tell you what: I'll go into the office if you guarantee that I won't get laid off. Deal?

How do you get around it? How about going to the office and doing what's asked of you?

What emails? ;-p

I'm "assigned" to FTL. I don't go. I get my job done well remotely so nobody complains. TK seems to be the only one hung up about it.

I heard a lot of people are not showing up in FLA. I believe that was the main reason for TKs email.

In a normal company, an employee would get a formal warning, but this is not a normal company so anything is possible. I wonder if the managers are showing up. That would be funny if they weren't.

I guess the ELA (executive level a--holes) will be firing a lot of employees then. I bet they can't wait to do it. For most employees, though, I imagine that'll be a blessing in disguise at this point.