Employee office attendance will greatly help JP Morgan HR weed out the slackers and fire them and deny them unemployment benefits.
Since return to office took effect, three people in my JP group were fired for cause.
18 replies (most recent on top)
Naive?
It's naive to believe that employees doing very little work for FIVE YEARS should have been consequenced, with progressively severe results? Nah, you are just a spineless, lazy, and irresponsible slug. No wonder those folks all gravitated to you.
You must be so proud.
No need. Just need to find a supervisor (you aren't worth being called a manager, and certainly not a leader) like you and I can go on a 24/7/365 paid vacation!
Chittay bank dude here yahooo bonzaii!!!
Oh you naive child, hopefully one day you move up from individual contributor and you will understand.
100%! It doesn't work like that when people like you are too lazy to do your work. Performance Management is part of being a manager, so sorry if it's really hard or some days you don't feel like doing it.
Maybe you are one of the 8/10 not doing what they were hired to. No wonder you are covering for the rest. Cool beans.
@1hf+1jqag48rx
It's not a movie you clown, real life don't work like that, time to move out from mom's basement.
I am sure not all employees are productive WFH. I think eventually it will come down to those teams/employees proven to actually work and get sh-t done will be the ones given the opprtunity to WFH.
Nah. I'm sure you already know this but there is no reason to fire them all, at one time. Fire two of the worst offenders/highest paid and see if that knocks any of the rest into compliance. Hire new to replace the fired. Rinse and repeat
It's the lazy and conflict-avoidant types like you that forced us back in.
Things have started improving already, there's no legal motivator in the world that can improve someone's performance, not even more pay, more freedom etc...the ones that are not motivated hopefully will quit, or another RIF is approved and they will be axed.
So what if dragging everyone back in still fails to motivate some of them? Five more years of shoulder-shrugging and strategic incompetence in the face of HR red tape? I guess some will die or retire by then.
Sounds like the easiest job in the world.
Easy to say, try getting to manager in a large corporation like JPM and you'll understand how hard it is to actually fire someone, let alone 80% of the team. Its easier to stay ignorant and pass the blame though.
too much hr red tape = too much effort.
easier to blanket-apply a consequence to all, as opposed to, you know, managing. way to be.
@13k+1jqag48rx If I had my way it would be RTO a lot sooner than 5 yrs, heck I would also fire the 8/10 that is under-performing too, but unfortunately there are a lot of HR red tape and also if every department fired the under-performers the 80% turnover rate would not be good. So yes, for 5 years we wasted time on performance increasing methods that did not work and RTO was the last straw.
At the end of the day it is a business, and while RTO requires a lot of resources it is nowhere close to the amount of productivity lost with WFH. Chances are if you are reading this you are the cause of RTO.
Hey, you are being unfair! That manager only had 5 years to clamp down on unproductive reports.
It's hard to do much besides sitting on your a-s, in that time frame. Much easier for them to wait for upper management to deal with it.
As a manager, your response to the dropped productivity was what? Clearly ineffective since RTO happened under your watch. Nice work!
As a manager I'll be honest, since WFH, productivity for my team dropped noticeably. Not everyone of course, but roughly 8/10 people perform significantly worse from home than in office. The metrics do not lie, and sadly these people are the cause for forced RTO.
This person's home life has to be miserable. Likely some old fossil who likes being in the office to creep on younger women...or guys. Don't grow up to be like this person.
i thought people got paid for what they contribute
silly me