In our HR guidelines for ALL lines of business:
"Inconsistent adherence to the in-office expectations should be addressed by the manager, may be reflected in performance evaluations, and can be a factor in performance ratings. Failure to align with in-office expectations may result in disciplinary action, including termination."
Can't wait for all of the RTO protestors to get canned so we can stop hearing them whine about doing their job.
Does that mean people who are not complying at all, aka haven’t been in the office or very rarely? Or does it mean people who are not meeting the requirements as laid out earlier?
For my team specifically, myself and two others usually come in one day a week. The rest of our team have never been in or maybe showed up for a town hall once. No one is complying fully with the requirements (CCIBT).
Do the CEO, COO, CFO and executives adhere to the RTO?
CIB Dir. here, heard yesterday on manager’s call that employees not RTO’ing could face termination. Just saying what I heard
@1hfo nails it.
Our team(IT) was WFH for years as a standard practice because of the business continuity built into operating that way. Our hours are weird and don't make sense to have us on premises since it would just extend operating costs (ex: lighting a section of floor for one person). In previous roles I've regularly been in WF office buildings after 6 pm, it's a ghost town. There's nobody to collaborate with even if I were to go in.
Then all of a sudden new CEO and management team who instantly say, "All WFH agreements are torn up and void." No reason other than to say there's a new sheriff in town by pointing to a "Location Strategy" (possibly the d-mbest business speak I've ever heard in my two-and-a-half decade career here).
India could cover my hours you say? Then why is my shift specifically to cover the gap from the east coast going offline and India arriving in the office? They refuse to show up earlier and all of them bolt as soon as possible. They don't want to work hours that suck, either.
Watching our Wall St. executive team play pu--yfoot with their decisions is embarrassing. I thought they were supposed to be big swinging di-ks. Instead, they look like sissies in chastity. As I've been saying, management needs to sh-t or get off the pot. They continually look weaker and weaker no matter how many posts the board troll makes.
RTO does not need to apply to all or none.
Those who were WFH before COVID should be allowed to remain WFH. Those who went WFH due to COVID should be happy they are on a hybrid schedule and not be made to go back 5 days a week. But they aren't. They are unhappy crybabies.
It’s right on teamworks and yes, 100% it can and is being used for performance.
Capital one bank is enforcing hybrid work 2 to 3 days a week in office. They're doing it to fire or get people to quit.
Lol @jkx+1m75lzz5
Does your list of goals also need to include “do not sh!t in my own pants” for you to stop doing it?
Feel and do whatever you like but just because it’s not in your goal list doesn’t mean it can’t affect your performance rating. There is enough vagueness in the predefined bullet points to allow for huge swings but You Do You, Boo.
How can managers address when they are all sitting at home on their behinds? They are not ion the office. Heck a national processing manager lives in Maryland which is a few hundred miles from Charlotte hub. Now tell me he is going to go to an office every day to supervise all these lazy processing managers who are also sitting at home. This RTO is one huge joke when management is not supervising anyone or in the office to help. There is not one processing manager in the office hubs yet we laid off all the experienced processors because they did not live within 40 miles of the four hubs. Double standards going on here.
Resident board troll whines in daily pro-RTO post.
Just as predictable as the sunrise.
Do you know who else is also RTO besides JP Morgan?
Excluding H1B shops, those guys are basically selling out the country legally.
It's a bald faced lie to say that it's a "performance issue". Conduct to ignore a directive, sure, but performance? Good luck justifying that for an employee that was WFH for a decade prior to COVID and got great reviews including last year. Work location obviously has nothing to do with performance for many many roles.
WF isn't snap of fingers quick on anything. A lot of workers in non-hub/remote locations are still unsure of their situation, RTO incentives need to apply to all or none.
Nope.
My goals and objectives have been done already. Not one word about RTO in any of that. Those are what I am being evaluated on.
Time to call their bluff.