Short story. Mid term performance reviews include employee's return to office metrics and a rating. This performance rating is factored into midyear reviews which can impact year end bonus and more. The problem is that this metric has not been present in any employee agreements when they signed their performance ratings contract earlier in the year. Managers, Senior Managers, Directors and higher are aware of this discrepency and nobody has filed an ethics violation report.
18 replies (most recent on top)
@2mz happened to me and many others, would be easier to swallow if said CTO didn't repeatedly send out 100% LLM generated slop instead of leadership statements. Says all you need to know about the guy. Bad hire if you want to build culture and empower an overworked+underpaid workforce, good hire if you like paying an exec to use co-pilot for everything who also brings no vision to the table.
Actually, I've talked myself into wanting to nominate Clippy 2.0 for every C-suite position. Solitaire.exe can run investments, probably should give Notepad.exe everything else with that stability record, but open to suggestions.
I don't monitor my employees badge swipes. But I did tell all my employees that I have nothing to do with performance reviews anymore. The CTO comes in and lowers all of them anyway so he can steal money from some and give it to others. Performance is totally irrelevant at truist.
Every company has a matrix like this.
More leaders need to be like this. Challenge your leaders on it most will fold.
Many managers (myself included) don’t care about RTO. It’s not a consideration for my mid-year reviews and I don’t monitor that stupid dashboard that monitors badge swipes.
1d
Many managers (myself included) don’t care about RTO. It’s not a consideration for my mid-year reviews and I don’t monitor that stupid dashboard that monitors badge swipes.
@je it’s a policy requirement but so many work in areas where there are no badge swipes so they literally can stay home everyday and no one knows about it. Not really fair to compare that to others that work in a building where it’s tracked.
@OP you’re required to adhere to policy. It’s a policy requirement. Duh.
RTO is desperation to save poor investment choices in commercial real estate.
@dp Folks are walking. More pay alone is the incentive even if it's somewhere else in an office, but most are taking WFH agreements.
Hello sir, we have a wonderful selection of fine cheeses this evening to pair with your whine.
@dp good employment attorneys will tell you that the majority of this is unenforceable. But take your best shot.
So you think all that needs to be detailed in the handbook or something? It can literally be as little as you aren't doing what the company asks.
You're grasping at straws here. Also, it's probably only a problem for you because you aren't meeting the the days.
Backward management trying to beat down employees to try to save a global paradigm shift in workplace concepts. Bad gamble by the company leadership. The major banks are all lemmings.
Can’t be brought up in my teams’ review because we are all remote. It is good to be us.
This is all CRE related. Don't believe the hype.
If RTO is so fabulous, why didn't Dear Leader bring it up during the earnings call?
Is anyone really surprised? The leadership knows the company isn’t going to hit funding targets so they are using RTO as a lever to scale back $. Doesn’t matter if you perform or even knock it out of the park. It only matters that you swipe your badge.
I don't get this. Badge swipes did not come up in my mid-year and I average 3 days per week in office. I'm hearing the system or software they are using is flawed.