Rick has said, in at least 2 Town Halls I attended, that there are "no plans" to change the RTO policy in 2025. He was egged on by Walt in the initial TX townhall in relation to an Amazon RTO question on if we were following suit. I am not sure I trust that, but it does feel like, to me, Jan 2025 is unlikely to have something change. I also think 2025 is unlikely to have NO changes.
"No plans" gives them wiggle room to make make, and execute, plans in the future - it only means that right this very moment there is nothing they are planning to enact - a la Walt in the spring of 2023 telling us there were no plans, then calling a plan for RTO into place in the late summer/early fall. A lie by omission, if you ask me. Not a plan but a "concept of a plan", if you will.
What I continue to have an issue with, is Rick using the phrasing that people need to "honor their commitment" to being in the office. It feels awkward, and hollow, to think that people who did not elect to RTO are not "honoring their commitments" by not coming into the office at the current policy. I understand that, technically, by being employed we are supposed to adhere to any DICTATED policy. But to call it a commitment is... well, I'm calling a spade a spade. The leadership can give their reasoning for why the want us in the office, but we did not vote or commit to any of this. If anything, they could have called out people who did not "honor their commitment" with the true Hybrid Workplace Flexibility program back in 2022/2023-ish.
But those who "adhere" will never get a benefit, and those who have not, (as far as I know) have not had any true repercussions. Nor do I think they should; if you get your work done and no one noticed you were not in a physical Schwab location... here is your sign that remote work is viable.
Last year, I committed to my 90% WFH, yet I was in the office way more than 10% of the time (because I come in when it makes sense and I enjoy networking when my schedule allows) and I have had 2 managers who have told me I cannot ask for an exception, at all, because they don't want to "look bad". I honored my commitment then, and now I feel absolutely pressured to adhere 100% to the current policy, without "exception" because I no long feel I have any autonomy, and that no one assumes positive intent. And THAT is not servant leadership that is touted from the top; it's all just hollow.
Walt and Rick are both personable. I enjoy their presentations. As an associate, I cannot get behind their "Through Client Eyes" directives. Associates are, overwhelmingly, also clients. A happy rep makes for a happy client, generally speaking. The hoops I have to jump through, for my "day job" and for all the extras I participate in are defeating. As a "positive influence to the campus" - if I feel broken down and beaten up, I have no idea how the average employee is keeping it together. If I even THINK ask to WFH on a dictated WFO day, I get nervous and talk myself into taking PTO or considering taking a "personal day" (is that faking sick?! I don't even know because I don't think this company actually cares about mental health, yet I get less mentally healthy thinking about taking a mental health day...)
I'm spiraling writing this, but I wanted to get it out. I can drink the Blue koolaid for a few days, or weeks, at a time. But then I get a bad taste in my mouth from how inauthentic things seem. I hope anyone who has kept up a great attitude keeps it up, but I am tucking my tail and don't have the energy to keep up the "culture".
Thanks for reading.
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If feedback were received, acknowledged, reviewed, and implemented via internal channels; and leadership were transparent, there would be very little need for this forum to exist.
Because we aren't heard and aren't informed... well here we are.
Whiners, whiners, whiners. Go get jobs elsewhere in this industry and see what their WFH policies are. Also, do you know how much of a waste of time it is to be on this board complaining all the time. It’s hilarious.
That's why nothing ever changes at Schwab in the way of innovation or keeping top talent. Valid concerns and opinions are raised, and instead of appreciating and considering ways to incorporate the feedback, the feedback is ridiculed as "whining, whining, whining!", and is completely ignored in stubborn favor of the "Schwab way", even if that way is basically driving in reverse.
Whiners, whiners, whiners. Go get jobs elsewhere in this industry and see what their WFH policies are. Also, do you know how much of a waste of time it is to be on this board complaining all the time. It’s hilarious.
Got it. Communications grunt it is.
"Btw, I'm not in HR or leadership"
Remember that one townhall they said they wanted to RTO because Rick was sad not seeing everyone in the office?!? I …member
It's the most inauthentic place I've ever worked. I feel like I'm pretending to be a politician to continue my employment here.
It's all a facade and it starts at the top.
@hvz+1v8wm9ZE It’s a fair question. But the fact some people don’t know the answer offhand is why we will only gain the leftover talent going forward.
Someone wrote some good things just below and I will add remember the M. Night Shyamalan movie called The Village. You could not go outside those walls because you would die if you did. Well not only did we live outside the walls for four years and not die we thrived and so did the village. Then the village for reasons unknown but maybe just due to a vision from god rounded us all up and shoved us back inside again telling us it was too dangerous to live outside the walls and we were better off together inside collaborating on our tiny corn crops rather than marketing entire fields of corn from different corners of the forest.
We know that life is better outside the walls. We saw it. We all experienced it. And we even completed the largest corn harvesting operation merger In corn harvesting history while working outside the walls.
So no we will never forget. And eventually we will end up losing everyone who is good enough to harvest corn outside the walls and will be left only with those who have a hard time shucking one ear without collaboration inside the walls.
I'm a little perplexed by the continued complaining about RTO
Four things changed.
- IT developed and scaled systems to allow for large scale telecommute.
- Workers and teams adopted to remote work, which complemented existing geographic distribution with teams scattered across the planet.
- Commutes got materially worse in many Schwab locations.
- Wages did not increase to account for employee costs. You not only make less now after inflation in wages, but you spend more to come in.
And then the shinaola from Walt saying things were good and then announcing the perfect plan inky to delay it. That and a completely arbitrary and di-kish exceptions process. What was it? 18.34% of those under an SVP unless there was a purple dinosaur in the moon?
That’s why people remain pi---d. And that isn’t going to change, especially when there is absolutely no evidence that the culture, revenues or productivity have improved because of RTO.
The new way is not through thr emplyee eyes. Its through the employee butts.
I just make do with the great return to office benefits such as free coffee and creamer. Unlimited creamer. Woohoo. Five days a week baby.
This definitely will not receive great reviews but I'm a little perplexed by the continued complaining about RTO. Before covid, Schwab (and most companies) did not have an extensive WFH policy and they are attempting to get back to a pre-covid approach as they see value in having employees in the office (Schwab doesn't seem to be alone with this ideology). I understand that you may not agree with this approach but you do have the opportunity to seek other WFH employment. I'm assuming there may not be as many WFH opportunities as there were previously. Btw, I'm not in HR or leadership. :)
No plans.
Just like there were no plans developed for months when Walt said WFH was going well but they needed better documentation for facility management.
Make it clear and committed. Mortgages and family don't decide quarter by quarter.
Walt asking us to call out/rat on our coworkers that are not adhering to the RTO policy is weak sauce. What are people managers for? Hold people managers accountable for their teams. That's why they are people managers.
If he has a heart, there will not be any additional days in the office.
I would not let my manager tell me I could not ask for an exception because they would look bad - I would do it - that is called hazing and HR might like to know about it - although they will do nothing about it! Schwab's culture is a "group culture" - no decisions are made by one - it is usually group consensus - no one person can have a bright idea - has to come from the top. Keep in mind that the surveys are not anonymous - they know who fills them out and what is said by whom regardless of what they say. They are slowly failing at their "through the client's eyes" BS - it is a a matter of time - keep watching the turnover at the top in all departments - new CEO, new CFO, bad investments - it will continue as not everyone up there will drink the Ricky coolaid -
The way Schwab runs its corporate environment is absolutely not “through the employee’s eyes.” In fact, employee feedback and sentiment is retaliated against, as seen not only by the Glint employee engagement survey, but also in general dealings between front line employees and leadership. They have these fancy, expensive, departmental offsite trips where we go through so many team exercises where they pretend to actually want to hear employee feedback, but if you dare to give some legitimate feedback that can not only relieve workload, but provide a better experience to clients, you’ll get seen as unruly with severe consequences to follow. And you are right, they are naive enough to believe that they can truly deliver on “through the client’s eyes” with a disgruntled, overworked employee base.