Word on the street is that communications have gone out to mgmt about reinforcing in office days for hybrid employees. A company wide email is expected to go out this week. They are going to start giving reports to managers about in office attendance and requiring managers to do coaching for it.
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I got ’denied’ a remote contract (despite having worked remote for 12 years) because I was ‘too close’ to the office location. Apparently a 1.5hr commute is a great use of my time.
Why don't they reopen all of the offices in the US since collaboration is so important at TR.
Or is it only important for select locations?
@3vzs+1uFwwvBb TAP leadership has disdain for employees in AA. Only HW is local! MAV tell your big shot leaders to relocate to AA if you really care about in person experiences. Not holding my breath.
@4srx+1uFwwvBb not a single one. Feelings mutual though.
Remember, TR doesn’t give a fu-k about you.
As someone who was hired as remote 2.5 years ago, I’ve always been anxious about my position being eliminated. But now it seems even more imminent if they’re looking for reasons to oust their fully remote employees. They’re incredibly hypocritical for leadership don’t even live in the same places as their major office sites and probably set a foot in the office once a month.
Hearing that office time will become a performance metric, regardless of actual performance and stats that matter. People are overworked as it is and adding this metric will cause people to leave TR. I know of colleagues that are applying elsewhere because there are many companies that offer remote work and TR is going to lose talent with this decision.
@2ilq+1uFwwvBb I certainly hope so. Jeffians (or Amazonians if you like) "ruthlessly prioritizing" their own life, assuming KPIs and business metrics decline because of losing key talent, could serve as a wake-up call for other companies.
https://www.cnbc.com/2024/09/26/73percent-of-amazon-workers-considering-quitting-after-5-day-rto-mandate.html
I’ve only seen people get the hybrid to remote conversion for medical/ADA reasons.
My boss brought it up right away in our 1 on 1 this week. I have no one else on my team in Ann Arbor. I requested move to remote status, or I would look externally. TBD…
If we collaborate with teams across other countries (India, Mexico, etc) what difference does it make where we work from? I can join the meeting from home just fine.
What everyone here needs to understand is that these kinds of HR decisions at TR, or indeed many other large companies, are not made based on any strong ideology or data - but on what other companies are doing. HR compares notes with other companies on these kinds of policies, and then decides what the TR policy should be. No CEO/CHRO wants to take responsibility for swimming against the tide - so they just follow what everyone else is doing. So if everyone else is going full RTO, TR also goes full RTO.
So this isn’t about productivity, or some other rational reason - it’s about leadership self preservation in front of the board and investors. And bonus if it helps cut a few more heads, it makes November so much easier. People can’t have been that important if they sat at home all the time, eh?
"rumors that they will reject requests to convert hybrid employees into remote"
@1val+1uFwwvBb I don't think that is a rumor. I've never heard of anybody being converted from hybrid to remote.
Wait why would 100% remote be "culled"? Without any business need?
I have been hearing rumors that employees that are 100% remote are on culling line. Why would they do cull those that are already 100% remote?
I have also been hearing rumors that they will reject requests to convert hybrid employees into remote going forward. This is terrible.
Feels like this is a move to thin the herd in the coming months.I see quite a few more posts coming to the discussion board in later this year.
What about the employee surveys? The surveys don’t seem to matter at all. People will start leaving TR since the policies are far behind other companies.
I’d be more apt to care about collaboration and all the other BS they spout regarding in office time if they learned to deliver the message better and give actual, results driven proof that it matters in the long run.
Awesome. About time that were treated like slaves and evaluated for time in office. Outcomes be damned. I am wondering if we stay in put in office 24 hours, will we be promoted faster?
Will the question about value of in office time on the OHI survey even matter if attendance is enforced regardless of the answers?
Performance assessment metric?