My takeaway from today’s call and the chatter on this board is that RTO monitoring as it stands, is a credibility problem of our own making. We are asking employees to comply with a policy that many in leadership (including HR) itself is not following. Let’s call it what it is, enforcing RTO requirements from home isn’t just inconsistent, it’s indefensible. Either we empower and trust managers to run their teams and have discretion (yes!), or we require leaders to meet the same expectations. But a NI or termination for non-compliance while managers and HR deliver that from their couches looks pretty bad.
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@hb No kidding. I would think that our group is less likely to send jobs overseas, I wouldn't bet the farm on it. And I can totally see offshoring backfiring from a brand perspective. It won't matter though as long as the bank can convince some analysts that the stock is undervalued. We'll be like IBM - a terrible place to work or do business with but the stock goes up because they shifted their workforce to sweatshops.
I'm suspicious of the current timing of RTO talk and number of hours in the office happened to distract us inquiring about bigger issues: offshoring and the lies about the merit increase and bonus pools. Those things have a more direct impact on your career and pay than RTO adherence (if you're following the rules) and it's clear that management is uncomfortable being transparent about them.
@h0 people like you are the reason the country and the corporate world are in decline.
"Just shut up and lick the boot that kicks you"
Boomers are insufferable
@h0 pray tell, what is the company policy, according to you? Because there's literally nothing published on it.
Oh FFS!!! Follow the company policy or go find another job. Enough with all the whining ...
@ej you are correct about survey being confidential and not anonymous. So let's consider the implications:
Given: A worker at US Bank
Assumption: They use the money from their paycheck to buy things like food, clothing, transportation, and housing.
Given: A survey is presented, asking for feedback, but is tied directly to the worker.
Choices
(A) You love working here always and never have any problems at all ever. You love the taste of boot. You respond on TTUS and tell them how wonderful it is. You are a pathological liar or are grossly overpaid for your work. Nothing changes.
(B) You fill out TTUS, but lie and say everything is great. C-suite executives pat themselves on the back and buy more golden parachutes. Nothing changes.
(C) You are honest in TTUS, but express your dissatisfaction. No action is taken regarding the issues you bring up. HR reviews your responses during the next round of layoffs.. Nothing changes.
(D) You don't fill out TTUS and C-Suite sees engagement plummeting. They schedule brainstorming meetings to find ways to make people participate and send swaths of communications and threats to full out TTUS. Nothing changes.
So, in summary, Your Voice matters!
Nothing changes.
@cg It has NEVER been anonymous. It is "confidential" supposedly (whatever that means). But the bank absolutely tracks whether or not you clicked the link and completed the survey. Every user gets a unique link, so the bank 100% knows whether you participated.
@cg It's confidential, not anonymous.
I’m so glad I found another remote job and was able to leave this shitehole bank. RTO is a micromanagers wet dream.
@cc just don't fill it out and just say you did. How would they know if you filled it out or not, it's "anonymous."
@a3 I'm in RM&C and am getting practically begged to fill out to TTU survey
@a7 I think this is true for everyone. Leadership hasn't even tried to be transparent about this, which leads me to believe they're still working on what expectations to set.
GK has said that she wants to be known as 'flexible' in comparison to peers but who knows what that means at this point.
I really do have hope that people that are going in for 4+ hours will be left alone.
All of these comments sound like an overreaction. Given the context, it sounds like the HR leader was just affirming that the "expectation" is 8 hours, which matches the "full day" terms throughout FAQs and goals since 8 hours is a full working day. That response doesn't actually prove that 8 hours is the standard that people are being judged by or that they're tracking to make sure people get there. It just proves that when a leader is pressed on a question they may give a broad and non-nuanced answer.
I’ve seen management in other departments that go in the office for an hour or two and leave. It’s inconsistent throughout.
@a6 Q1 Technology Townhall
Person was wfh while telling us we need to be in office. Another person responded to a question that said something like “is it true we have to be in office for 6 hours for it to count for RTO?” And he responded “actually, that’s false, you’re expected to be in office 8 hours…” Then there were all the questions about how is tracking being done that they dodged or deleted. So people are taking away that the IP tracking rumors are true and they are hypocrites.
I love the fact that people telling us to work 8 hours a day in office This isn’t or working 8 hours a week a day, at home
I'm still so confused what's true and what isn't
What call was this?
Well said.
"Leadership" at US Bank: Some of you may die, but it's a sacrifice I am willing to make.
If only there was a way to find out why morale and productivity have plummeted.