The example of RTO clearly shows how little trust this company has in its employees. On the other hand, perhaps the trust we have in the management of this company is even less?
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Trust is a two-way street, give and receive…everyone needs a reason to trust someone, at least that’s how it works in a professional setting. Don’t trust blindly, or do so at your own risk.
Lead and sr. engineers in IT should be writing code and leading the coding effort. Instead I see them hobknobbing with mgt. and ignoring coding efforts. Speaking as a s/w engr I, this is exactly what I see.
@2ymw+1mdpY0Ca sounds insecure about being a II/III. Probably straight out of college thinking he should run IT. 🤡
"Lead and senior engineers are expected to do the design and cross-functional collaboration which eats a lot of time, why would they be expected to code as well."
RRRRRROOOOOOFFFFFLLLLLLLLLLLLLLLLLLLLL to the previous post! Do you realize how many snrs/lds it developers compared to junior level? In ECIO there are top heavy and that needs to change. How much 'collaboration' are needed and not expect to code? Get your head out of the sand and stop being so daft.
My bet, you're a snr/ld trying to justify your value. Brush up your resume.
Lead and senior engineers are expected to do the design and cross-functional collaboration which eats a lot of time, why would they be expected to code as well. They have served their time and earned it and have the lower level engineers do the coding. My 2c.
Let’s be intellectually honest with ourselves….we know and have colleagues who are working less than 50 percent of their capacity.Especially the higher levels of snrs and lds who just push paper around while the lower level and contractors do the real work.
Enough of that cr@p.
Y do you think Amala pulled a report and saw that half her snr IT developers have NOT checked code in for the past 4-5 months?
Pure bullsh1t on those high level developers.
Hah, I don't think any of them are managers but they are seniors and (1's???)...as a manager once said to me, you can't say everything's going great while the company is in the sh----r. Maybe rto is needed, maybe not. But when you look across all financial/insurance companies it seems like rto is happening. So people running these corporations all seem to believe that in the office is better than at home. Most people would be thrilled with only having to go into work 2 or 3 times a week.
To the anonymous person that commented about having “multiple friends” in the company and how they complain about these “lazy people” I bet you 1 million is a manager an the laziest one on the team..
I go into office 3 days a week, only to sit at a desk and be on zoom calls for 8 hours, same cr-p I can do at home. If they just came out and said “it cost a ton of money to upkeep this place, so that’s why we’re forcing ya’ll back in.” Instead of making stuff up like “it’s good for morale,” “it’s good to have that face time with your manager.” Uhhh, my director lives in a different state, my executive director lives in a different state, my team is scattered across the country; so this face time is pointless for me.
fwiw, as someone who has multiple friends that work at USAA, every one of them complain that the lazy people are way more lazy when working from home while the hard workers are working even harder to make up for the lazy. I have no idea if this will change, but there are plenty of lazy people sitting at home with no supervision who need to be brought back into the office because they only work when forced to.
Don’t forget the tax breaks the government is providing for companies to get everyone back into the office. 🙄
Business attire? Not anymore. Now people wesr raggy jeans, shorts, flip flops, and loungewear…
RTO has nothing to do with trust or the lack thereof. It has to do with three things: power of management over employees, justifying the cost and use of overly expensive office space, and forcing attrition to get to reduced headcount numbers without paying severance. And USAA is not special in this regard. Just about every other company is on the same bandwagon. What does make USAA unique here is that it once touted company culture and caring about the employee. Those days are long since gone. They hear the voice of the employee saying they don't want to be pushed back to an office - to pay for an expensive commute, business attire, lunches, gas, vehicle wear and tear, extra child care, missed time with family, spent time in the car to get there...to hop on Zoom for 8 hours - they just don't care.
There's a very real "the beatings will continue until morale improves" mindset among leadership. Now that the job market is weakening, EMG has no incentive to placate employees.
No trust, no incentive to maintain morale, no loyalty.