So ahen the first question was asked regarding the FoW policy adherence, the HR manager seemed to say that if everyone starts adhering to the policy , they will go easy (just my interpretation) , but then David corrected her and said he wants to be very clear that there is no change in the anchor day policy and basically we are not open to any discussions around flexibility.
Is there any difference in the message between HR and DC? What did you all think ?
23 replies (most recent on top)
"You actually believe you have the ability to just go and microscopically go and observe every minute of every day? You gonna fire everyone "out of adherence?" That would be 90% of this company if we are following your published standards on "adherence.""
Yes. Yes, they do have that ability- to the minute, and we are headed in that direction, if needed, I fear. The data is available whenever they choose to use it.
What? All I said is we pull activity reports, to warn people to be careful. I never "implied it's some all-encompassing swathe"??? Not even sure what that means. You're shooting the messenger and looking ridiculous in doing so. I don't make the policies, I just follow them because my family depends on my income, as I'm sure everyone on here can relate to!
Okay Mr/Ms. Manager, yeah we know you pull activity reports, but you coming on here implying it's some all-encompassing swathe? LOL yeah do yourself a favor and go ahead and review EVERY employee's activity levels including that of the Contact Center. You actually believe you have the ability to just go and microscopically go and observe every minute of every day? You gonna fire everyone "out of adherence?" That would be 90% of this company if we are following your published standards on "adherence."
@1smd+1tsLvhe6
Hey everyone found the HR chatgpt bot.
"just a warning to everyone from a mgr, we do pull activity reports! be safe out there!"
What's on the reports? Time active? A list of keystrokes? Random snapshots from secretly installed toilet cams?
just a warning to everyone from a mgr, we do pull activity reports! be safe out there!
BTW - my midyear had no negative or concerning comments. I think I'm in good shape here. But thanks for your concern.
Right. Do you think someone is randomly pulling activity reports to see utilization levels? I suppose it's possible but I doubt it.
And if there is ever a performance concern, I'm sure my leadership will reprimand me. I'll barely adjust for a bit before sliding back.
do you really think this is happening on cigna-owned hardware?
Doesn't matter because Cigna-owned hardware can see that you aren't doing work on it....... don't be daft
“ how much do corporate tax breaks also add to the equation?”
This is a huge piece. The biggest.
In addition to the attrition angle, how much do corporate tax breaks also add to the equation?
https://www.bloomberg.com/news/features/2023-02-21/another-threat-to-work-from-home-tax-breaks
@rcu+1tsLvhe6 do you really think this is happening on cigna-owned hardware?
“ They want us in the office as a way to increase attrition and force the employees who still remain and might have "quiet quit"‘
Bingo. Shamefully, at my former employer ~15,000 staff I helped lead the RTO strategy. Quiet quitting was a big national topic in 21-22 and a HUGE impetus of the policy. The assumption was that quiet quitters would loudly quit. Not sure if it worked, but that was a clear intent.
Surprised that this isn’t discussed more often
Silos make any cohesive productivity monitoring futile, and would at best, lower morale further and expose leadership who some seldom come to office or open anything but WebEx...
"Three full days a week of listening to music, surfing the net, watching videos, or whatever I feel like. Frees up a lot of off-work time for other pursuits."
You do realize how very monitored we are, right? Your net surfing days are going to be short lived I'd imagine...
ELT is so f-c-ing two faced. "We are working to be the employer of choice" vs. "Be glad it's not 3, 4, or 5 days in office." Talk about gaslighting and toxic. And yes, they must still be trying to reduce headcount. Not everyone has the ability to switch jobs at will, and people feel stressed and stuck. Yes, it could be worse. But it could be a helluva lot better, and the ELT basically s-cks at it.
For sure they are going to reduce benefits. This is on Iris, about the Sampled Pulse survey:
"Feedback provided on benefits and compensation is being used to guide investments we're making for our 2025 benefit offerings and other programs that support our employees health and vitality, including their growth and development"
They want us in the office as a way to increase attrition and force the employees who still remain and might have "quiet quit" to be more productive (though I personally think will create more quiet quitters than reduce them). It's all about money. Executives are asking themselves, "How do we squeeze the most out of employees while paying them the least?" FOW is one of the tools they are using. They are doing things like investing into AI to make jobs simpler so they don't need to employ many people and subpar merit increase bonuses. Don't be surprised if they take away more benefits in the future... like PTO hours or reduce PTO rollover. The only thing we employees can do is su-k it up or look for another job. Cigna executives are dead set on ruining the culture that made Cigna great. Cigna is a shell of it's former self.
Fine with me if they leave it as-is. It gives me a ton of free time since I am unable to be collaborative on-site.
Since that's the stated reason for me being there, it would be foolish to squander these valuable opportunities doing boring old everyday work.
Three full days a week of listening to music, surfing the net, watching videos, or whatever I feel like. Frees up a lot of off-work time for other pursuits.
Oh shutup about non-compliance being the cause of strict adherence. They were going to do it regardless because they want people to quit and not enough have. This is what every company does (and is doing) and if you think otherwise, bless your heart.
He made clear 1. It’s not changing and 2. It became less flexible because people weren’t complying with the original FOW plan. For all the people cheering on the women who asked, while they were brave, it doesn’t matter. DC mentioned at least 3x during the town hall, he knows the fow policy was unpopular but he’s sticking to it. Also - to all of you who bragged on here about originally not complying with the 50% of time policy, thanks for ruining it for all of us who did
At least he was honest. Maybe.
And we should be grateful it's only 2 "not 3 or 4 anchor days" is how I heard that. And while I applaud and appreciate the ideas shared to help the in office experience, their goal is not to get us more comfortable. Quite the opposite, actually.
Yes , definitely looks like they were not prepared for the obvious question . May be HR wanted to be nice and did not want to be unpopular. People must be shooting daggers anyway. But DC had to make it clear