I have no other way of explaining this stupid RTO promotions policy. There are so many great people working here, so many talented folks and this is guaranteed to cause many of them to reconsider their employment here. It is so shortsighted not to realize what WFH means to people and to try and force RTO in such an underhanded way. This is one of the stupidest things this management has done, and that's saying something.
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They want people to leave. Michael wants people in the office. It’s very simple. Jeff and Jennifer Saavedra are hypocrites implementing the policies so Michael can still say he “plays nice.”
They have to consider more flexible hybrid policy --- options to choose 1, 2, 3 days in office and no policing office days count. Full remote as well. Dell/EMC had this for a long time before the pandemic. They always said that this flexibility allows to attract good talent for lesser pay compare to other companies. In teams I worked, remote people were best performers and most competent.
I find it pathetic that such egotistical leadership is so broken that they need a consulting firm to run their business because they don't know how and are so delusionally egotistical that they don't know it's time for them to step down. LWC -- time to step down buddy, your time is over.
After Pleasure comes Pain.
Not too long ago many were giving each othr high fives
No, just the ones that don't want to go to work and put in an honest day.
No not the best people just the expensive ones.
The world is run by spreadsheets my good friend JC told me.
dell is my family
you people are mean
They dont care.
In reality they cant compete in terms of retaining employees against the likes of higher paying and reputable companies.
It is more of a just surviviing year by year at this point.
It's sad but I think you are correct about "they’d be fine getting 75% the performance for half the cost." statement.
At this point it seems they are just trying to make the Bain spreadsheet numbers. Less performance from an employee is not valued compared to the headcount against the revenue. Especially true if you are looking to sell of some or part of the company. Which I believe is their fy26 strategy.
You seem to think they care. They don’t. We are just interchangeable work units on a spread sheet that fit a process - actual performance doesn’t matter that much. If anything, they’d be fine getting 75% the performance for half the cost.