Our team has been pretty flexible. I try come in once a week or so. No word about it impacting bonus or performance. Same with my general org.
Never realized how different it was for other teams until I saw all the posts! Hardly ever see anyone come in my hub so assumed everyone was in the same boat. Can count on one hand the number of people I’ve seen in my area at one time. That’s one of the biggest problems with this policy is different rules for different people….
So if I don’t RTO it might cost me $1,000 in bonus next year. But if I do RTO it will definitely cost me $3000 more in gas and wear and tear. I think I’ll take my chances.
They will pull the badge swipe report.
Guys. Your managers can say it but when HR runs the reports and finds out your manager is out of compliance it won’t be pretty. Think what you want but unless you have. A letter from HR you are not exempt. What your manager is doing is not enforcing policy but you are not exempt unless you are HR medical or location. Then they will restart the location policy that was ready to launch post covid. Start packing. They have a lot of levers to pull reducing work force. There are som many highly skilled developers and engineers that they can get to be more innovative yes they will pay them more but people change jobs in every company i worked for every 5 years. It is also the only way you will be able to command market rates
Wish my manager would talk to Saul, and I'm not in tech...
Our entire team got permission to WFH and not return to office. Mgr spoke w/SVB. I'm over the moon. So glad our mgr stood up for our team. I've heard of other exceptions as well. Definitely disparate treatment.
Just as OP pointed out, each group is different. Some require knowledge sharing with college hires, others work completely independently. Each division and area should be able to flex their governance of RTO as long as they meet department goals,
Can you share which division? I have been reluctant to look at jobs reporting up through Scott, because I thought he was a stickler for RTO.
My entire division got permission to WFH. Our leader went to Scott Powell and told him RTO is absurd for us, since we work solely on computers (not customer facing), and RTO would result in decreased productivity and inability to hire. Haven't stopped foot in office in 16 yrs and am glad I won't have to. I'm grateful for our division's leader.
Sounds like there are a lot of pathetic, cowardly managers out there.
The NYC Klan should keep in mind that accountability isn't just for the bottom of the food chain. FRTO.
Yes, every org is different. Our whole department recently went from requiring 3 days a week to only 2, but those 2 days are set and the same every week.
Will be sharing desks as our department will be in office Mon/Tues and another department will use the space Wed/Thurs.
This is in a major hub and includes hundreds (maybe 1000+) employees in this change.
It doesn't have to be blanket nor documented in writing for you to be held accountable. The first official "warning" can be the documentation phase if it hasn't already been disseminated by that point. All it takes is an email on a Friday and if not compliant by the next Friday then you have paperwork in your personnel file. We'll never see a Top Down directive because the policy will be applied selectively. I know of many weak people in my org who will, when directed, start going in or return to office because they are slaves to the wage. That will be the ultimate undoing, those who are wage slaves and reluctant (lazy), scared (never made a big move before), or incapable (upper aged/lacking skils) of leaving for a different employer will go in to the office and those metrics will show it is fruitful so those of use who refuse will be let go for cause.
I wouldn’t call it toothless when multiple executives are integrating it into compensation decisions this year, with many more forecasting the same for next year.
Not saying that there aren’t a ton of problems with the idea, the execution, the consistency, etc. But there will be real repercussions for many this year, and likely more next year.
Some people will accept that trade off, others will blow a gasket, most will be somewhere in between.
Yeah, it’s all over the place. From an HR perspective, different rules for different people invites problems. But then again, when has Wells Fargo been consistent with treating everyone fairly across the board? They lack the courage to put together one cohesive policy IN WRITING. That’s the sticking point. They can threaten all they want, but without a written, enforceable policy in place, the saber rattling is toothless. I do what I want now, get my work done regardless, and no one says a damned word. Viva la revolution. F Charlie. FRTO.✊🏼