Don't think we've 'won' with the RTO pullback. These two, by their nature, are arrogant bullies. They just lost a big attrition lever. They will replace it.
Don't be surprised if it's not a haircut to bonuses. Part of which will go into a pool of funds to use for the 1 to 5% of people who turn in notice post 2/4 that they will offer retention bonus.
Bullies hate when their stupidity gets exposed and lash out. These two will lash out.
Congrats on not understanding the difference between customer facing and non-customer facing jobs. I bet you think the Board and Charlie are out hanging with customers and the public on a daily basis too
That’s the job you chose. Stop whining about it or apply for something in the back office.
Wow bunch of babies. Branch employees have never had a day of working from home and actually deal with the public.
Do you have wifi in your bunker or just hardwired?
SP was a puppet, never a bully. The real weak tend to bully. I think Choo Choo Charlie fits that bill.
Post ID: @fcf+1epHwh2u
Love it. Thanks!
Report it, there's ways to do so anonymously. If she tries to make your life he-l, go to HR. Retaliation is then a fireable offense.
Wait until you get your bonus and hop to another team.
@spp, maybe she will get laid off. I had a manager witch like that and I made sure I moved to another group. And guess what? She was eventually laid off!! And she took her minions with her.
I can guarantee you that my manager will still pressure us to come in 2 days per week. She is the Queen Narcissist and has already been leaning on us for the past month. She loves making it known to the higher- ups that she’s got her employees under her control.
Can she force us? No. Can she make our lives miserable? Yes. Will she make our lives miserable if we don’t comply? Yes.
I don’t think moving the January 10 date out a month or two will impact attrition. If people haven’t left yet, they are almost certainly waiting until bonuses are paid out in Feb. And there’s no indication that RTO will be fundamentally altered, just a changed timeline, so I think it’s still a good motivator for those people who don’t want to return. Chuckles can sleep well knowing he’s continuing to drive his high performers away.
I honestly don't mind working in the office, but I also live very close to the job site so I have only a 10 minute commute.
What I can't stand is the messaging behind RTO, that we're "better together" and that this will be good for collaboration. I know workers who have been remote before the pandemic and collaborated fine. In my role, the only in person discussions that happen are usually a coworker that wants to talk about their weekend or their family. Otherwise, we're all working on our own things and don't have overlap. We partner with other lines of business and most of us don't work with the same one.
But it'll be so nice to get back in and see everyone, even though we hardly ever talked about work before the pandemic. It's been difficult to not have coworkers go on and on about their personal lives.
The delay will be short. Look forward to early Feb RTO.
no bonus for the unvaccinated
Well, they did come out and admit that they were getting the desired amount of voluntary staff turnover, but that it just wasn't the "right" people who were leaving.
Delay until March, then the next George Floyd trials will start, that will get everyone rioting again and they won’t send people in until June-ish.
You all give these dimwits too much credit.
This delay is likely just temporary, a month or so is what I'm guessing. My feeling which is just that, a feeling, is that this company is really he-l bent on RTO. While in my current role and responsibility I see no benefit in RTO, I can certainly appreciate those that do.
But for all who think the RTO plan is all about helping speed up the ultimate goal of slashing staff by getting folks to leave voluntarily, I just don't really think that is the goal of RTO at all. The Operating Commitee is aware of current attrition rates already increasing and that they are above our upper threshold % for what is considered acceptable. They are also aware that employee sentiment (including sentiment from upper level mgmt) associated with 'How likely are you to leave WF in the next year?' survey questions continues to show that folks are considering leaving at increasing rates month over month. On top of that, they understand that RTO and on-going flexibilty around WFH are big factors impacting that. Lastly, WF has a significant number of open requisitions compared to 6-12 months ago for key initiatives and understands the challenges with the labor market right now. All that being said, I don't think they are making decisions with the goal to get people to quit. They may have a plan to reduce staffing, but they want to be in control of the when and how that occurs.
I agree. They are such flaming narcissists.
If not this something. I agree they will come up with something else.