just keep in mind that it’s not about collaboration, efficiency, or improved performance. It’s also not about oversight. Remote employees have been working just as hard as everyone else, and tracking their results hasn’t been any more difficult. This is about pushing people out. Many won’t be able to comply and will be forced to quit. RTO is simply a convenient way to get rid of people for free.
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@je And what’s worse is the backfill with even less competent people. People backfill positions with their unqualified friends and now we have even more clueless unqualified directors trying to lead. It makes the place even more toxic than before. Look at good advice post and that person bragging about their director role.
@jd I hope they do force Directors into the office or move to make it happen - Many managers are in the same boat - you can bet they will be forced - Directors have been getting a pass for some time. Along with many VP's -
It is only a matter of time before everyone has to go in - I worked here long enough to know ELT cannot be believed.
Submitted my resignation a week ago - I know many are coming behind me - the toxicity is getting to everyone. I work with people who live in multiple states - I can't imagine they will stay to go into an office where they know no one and talk to no one. Since you have to be there for "business hours" no way to "beat the traffic" you won't be getting home until 7pm. Hot mess
@jd
But the problem is that many of the directors who do quit are being backfilled (as directors) so it's not actually reducing the number of associates.
@db My guess is, if forcing Directors and above into offices starting mid-July doesn't get enough of them to quit or retire to meet the goal of reducing the overall employee count to 70k (along with the continuing rifs, of course), the executives will start to push them to move at their own expense to get within 50 miles of an Elevance Health PulsePoint and go into the office like everybody else.
I know of a manager that lives in a non anthem state, no way lives within 50 miles…..how does that work for the 3 day in office?
It is easier to RIF people you have never met in person.
@OP, yes this was already shared in previous threads. Nothing new here.
@aw Glad you are aware of what STL does. LOL. I have never known of anyone who had their virtual status revoked. And everyone I have known who has been RIFFd has been Hybrid. All the Virtuals in my department have been saved. Maybe because they are such high performers due to not having to waste time commuting and then sitting at an office where no one wants to talk to anyone because everyone needs to hurry and work to make the commute home. But good to know you know more than us. Enjoy the Koolaid. LOL
@aw I am not so sure. If there are two people in the exact same position performing at similar levels, and the person working in an office makes $20k+ more than the person working remote full time, I would place bets the higher paid person in office would be riffed first because the rifs are reducing operational expenses to boost bottom line profits. There is no 'visibility' for me at my office. I don't work with anyone there and none of my managers are at that location. They are all exempt from working in an office because of the 50 mile / 1 hour commute exemption. #wasteoftimeandgas
When you come in to dance to secure the favour of SLT, will you dance for them? Will you belly dance? Will you wear bells when you dance, like the bell boys of Afghanistan?
You should.
That's the step that might keep you off the rif list.
A lot of employees pushed hard for full virtual exemptions citing commutes or personal circumstances and many were granted. But those approvals are temporary, subject to SLT discretion, and can be revoked at any time.
There’s a growing assumption that remote status equals job security. That may be a dangerous gamble. In reality, being fully virtual could make someone less visible and potentially more expendable during workforce reductions.
Those assigned to PulsePoints who show up at all are meeting expectations and staying on leadership’s radar. As RTO pressure increases and a recession looms, it’s possible that those who opted out of visibility may be first in line when cuts come.
No one gets to volunteer for office work after they’ve been added to the RIF list. By then, it’s too late.
At the end of the day, showing up even when it’s inconvenient may offer more job protection than hiding behind a conditional approval. Anyone who believes otherwise should try getting SLT to confirm, in writing, that their exemption is permanent and immune from future policy changes.