Manager here for Dell IT in a group developing AI. I won't be posting any inside information but I do want to share an impact of RTO for a low cost regional IC in hope HR is reading these. She was hired as full time remote. Her work output is as good or better than my US resources at same level, but she's 1/4 the cost of a US based equivalent. She's a full hour away from the nearest office, so a total of two hours driving per day for hybrid, no coworkers or partners would be at this facility. This facility will be crowded and loud and she's only going to be on calls there. She also had three children at home, so much for work life balance. She's overdue for a promotion. From my standpoint as a manager, her contributions to the company are outstanding and she deserves more compensation, all the while saving Dell a large amount of money by her regional cost. But now I'm in an impossible situation as is she obviously. If I promote her mid cycle or next year she can only get that with RTO-hybrid. Her skills and SME are vital to my team. If I don't promote, she'll most likely leave for greener options, if I promote she'll be forced into hybrid, which she doesn't want to do and will leave. If she bites the bullet and goes into the office I'm losing 2h of her work contribution per day or taking away two hours of her personal time.. both for zero benefit. What a ridiculously policy Dell is doing in situations like this. I'll very likely have to replace her from attrition with two or three resources because she's highly efficient, complex SME knowledge, those new resources will cost more.. there will be a high hr cost to do that hiring, a tax to me to navigate all that, a high tax on remaining team to train the replacement(s). A high cost on morale with remaining team members. A high cost to the projects we're on. It's a snowball effect. Let her stay remote while letting me reward her with a promotion for her outstanding work and to retain. I can't.
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can you promote her before the RTO policy takes full effect?
- Give her promotion !
- Pickup her badge if no other option is available , drive yourself to office yourself 2-3 times a week , badge-in , get skin in the game and show leadership rather than management dilemma
who is to check where she was at the time - it's you.
My bet is that she won’t leave if you don’t promote her. The job market isn’t what it was. You no longer can set your own terms.
She can’t come into the office because she has three kids at home? Which is it? Is she working from home, or caring for her kids? This is precisely why many companies are going RTO. Letting too many people work from home has blurred the lines between work and personal life. If you are getting paid work needs to be your top priority during business hours. Too many people work at their convenience. Do you know how many times I had to chase people to get anything done ? Anyone who downvotes this is being dishonest with themselves.
You’re under the distinct impression that “they” care. We are just interchangeable work units on a spreadsheet to Jeff Clark and his Bain people. They do not care - they want people to quit.
It's an absolutely poor policy with zero considerations given. It's Dell treating its people less than office furniture to be thrown around at their discretion.
That said, her best move is to stay remote and plan for an exit strategy long term. Not much in upside for hybrid.