This announcement is going out this week with no room for exceptions and everyone needs to be back in office. Thoughts? Curious on if anyone who moved will leave or move back
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Another way to get people to quit. The quiet layoff. If you have tenure watch out, you're next.
They’re so confident in this that it isn’t posted anywhere internally where opposing comments could be added.
It's clear JD hates the remote work environment as his entire team has always been in the office 5 days a week anyway. This is clearly an effort not to support employees with collaboration, but to ease the "terrible burden" that's affecting the bottom line for investors.
I want to understand what JD means by "we're listening to our employees" clearly this is a decision a majority of employees are very unhappy with. Hence why people are speaking up in this forum.
Thank you for sharing your wife's opinion and her completely unrelated situation that is irrelevant to this news. Next time I'm in a position where I can negotiate for salary or benefits, I'll remember 'that person's wife worked during COVID'.
@2pto+1p8HQRWA what will happen is that we'll probably get some balance in the long run once things shake out. Some people will leave, some people will stay, and a lot will phone it it in even more without anything to offset the loss of flexibility. The ELT knows this has nothing to do with collaboration and innovation, only the walking dead are toeing the party line.
The entire move is predicated on someone's financial calculus showing that preventing loss of tax breaks, voluntary attrition, and meager campus revenue among other numbers will somehow get us closer to our financial targets. What a lot of people here who are better connected to the actual engine of the inc. (employees) are indicating is that loss in productivity and complications from attrition are probably going to be significantly worse than expected. The result is only a matter of how much the tactic over or undershoots the forecast. Many of us think the ELT should have hedged their bets on this one (because we have the distinct advantage of knowing better how the people will respond).
I wonder what would happen if employees protested or did a walk out.
At this point if people aren't coming in for the 3 day what make Nike think they'll come in for the 4 days. I feel like this is punishment for people and departments that were following the 3/2 program and holding people accountable. I'm very curious on what will happen, if people will just quit or actually stay. I honestly think we will eventually go back to 5 days because at this point if we can do 4 what's one more day to them to add on. Nike is suppose to be the innovative, fast forward company and it seems like it's going backwards. Just my 2 cents.
@1kkl+1p8HQRWA if your wife were spontaneously asked to work at a different sub-par facility four days of the week, adding personal cost and 1-2 hours of commute, you wouldn't hear even a whisper of objection? Silly me, of course not! Maybe we could hear her distinguished opinion on managing the varieties of near certain business fallout next?
Well informed views like these might fit in nicely with our upper manglement. As an RN she ought to be elated with any time fewer people are rushing around on the roads.
You'd think as someone who works in an industry that is often understaffed, overloaded with work, and has a lack of support from leadership, your wife would be more empathetic towards those who work in corporate environments that have the same challenges. Especially since she would have likely treated or assisted people who work in those same corporate environments that generally lead to sharp declines in physical and mental health and often manifest in chronic illnesses or things like heart attacks from stress.
Your wife seems to operate under an assumption that people who work in corporate environments are well off. Sure, a corporate job carries nice benefits, but depending on your actual work environment and other life circumstances, it can come at the cost of your health. Seeing as she has that assumption, and that you are in agreement with her, it sounds like you're doing fairly well relative to your coworkers and that you're really one of the "spoiled" privileged people for thinking everyone else is simply throwing a tantrum when there are very real consequences to these decisions for many of your coworkers.
Just something to think about before y'all continue to operate with your holier-than-thou attitude.
My wife is a RN. During the pandemic she was working as many as 60-70 hours/week treating people in the hospital, hoping to god she didn’t contract Covid and bring it home.
She’s been reading these posts with me. All the handwringing, prophecies of doom, difficulty finding a parking spot (lolz), and oh dear…traffic!!!
She just looked at me 5 minutes ago and said “Do your coworkers know how privileged they are? And how spoiled they‘ve become?” I told her “You saw the posts. Apparently not.”
Needless to say she isn’t sympathetic to our plight. In fact I swear I heard her mumble as she walked away, “Bunch of babies.”
@1iuv+1p8HQRWA
Have you considered public transportation, or maybe therapy?
Just announced it at Converse meeting. 4/1. JD to send email tomorrow
Oh, absolutely nothing ignites my creativity quite like the delightful experience of being stuck in traffic, anxiously praying that today won't be the day I meet an accident during my commute. And let's not forget the thrill of circling like a vulture for a parking spot, only to sprint to my first meeting in the nick of time, where most of my partners are conveniently remote.
And oh, the brainstorming sessions! Nothing quite compares to the exquisite art of teetering on the edge of my seat, hoping against hope that I won't receive that dreaded call to pick up my perpetually sick child early.
But the true elixir of innovation, the pièce de résistance, is undoubtedly the sage advice from our esteemed leaders. Their insightful remarks about waltzing into work late and waltzing out early truly illuminate the path to genius. I just love how I get to meticulously rework my painstakingly crafted efforts for months to fit in these invaluable tidbits. It's like adding sprinkles to a masterpiece.
Being together in the office really gets creativity FLOWING.
People on RTO bandwagon are people managers based on my conversation with many folks over last few months. Seems they are missing their purpose and self worth in remote work environment.
@1slm, you know that’s exactly what will happen too. Everyone will cram their work into Mon-Thur then consider Friday a “day off unless urgently needed”. A lot of people already do that now anyway. Nike should just officially move to a 4-day work week to account for this inevitability while also branding this change as a positive retention and recruitment tool. Gen Z and younger workers especially are all about working as few days as possible so 4 day work weeks are quickly becoming a powerful recruiting advantage. In addition research over the last few years shows that when companies move to 4 day work weeks productivity and morale measurably improve. Makes sense because I don’t know anyone who couldn’t use an entire extra personal day every week.
Sounds imminent. Not too surprised though. There’s people that haven’t worked since the pandemic. Forcing them in office more isn’t as good as firing them of course but it’s something.
So much money wasted on DWO just so a few remote execs would be near a ‘home base’.
@1uvl
Let’s be honest.. product creation suffered because CDA made it impossible to be effective, most teams have been understaffed, and our priorities and strategies have been constantly changing. None of this will be fixed with another day in the office.
I’m sorry but how long until it’s 5 days a week because people are completely phoning out on Fridays? And then you have to do this all again and announce we actually need to come M-F. Sorry but have a pair and either rip the bandaid off and do 5 days or be really bold and do a 4 day work week. This is why I don’t like JD, he’s a chickenshit.
It is happening and I have mixed thoughts about it. I feel like I’m more productive working from home and I enjoy the flexibility it affords. For me it has made my job so much more doable. On the other hand Nike’s level of innovation and new product creation has irrefutably suffered since we went remote and then hybrid. My guess is that the ELT is directly linking these two things and is under Board pressure to right the ship sooner rather than later. I’ll further guess they think employees will be mad for a time until the old normal again becomes the new normal. Not happy about it but not much I can do.
Just don’t go back in - leadership here is a clown show and no one is ever fired.
If you are doing your job there’s no way your are going to get let go when they can get rid of the people who are blatantly doing nothing.
I am curious, if I was on site before, do I have any basis to not come in and receive severance? I am assuming no.
If they rescind the remote “pilot” my efforts will go to nil as I start to prepare to job search. Nike has the work life balance thing, and dragging me to commute in erases the only benefit that has me staying on.
I’m fully remote and I’m never moving back to the trash state that is Oregon. I’m not quitting, either. They can fire me if they wish.
In GT, So many people have moved out of Oregon with approval from their leaders. Additional cost to bring them back to PDX (if they agree to move back).
With offices in multiple locations, getting people back at WHQ so they can join zoom call with folks in CA, Atlanta, India, Poland, China etc etc. I’m sure that’ll improve productivity and morale. (Not)
Right…the hypocrisy of being a “leader” here is just astounding. I’m sure they will pull that card, but how about the important leadership lessons JD is showing us?
When he introduces a new return to work policy, he has team leaders tell their teams. When he introduces a new hierarchy structure, he has team leaders tell their teams
Guy is a horrible example of leadership and is totally undeserving to be our CEO. Get a clue BOD
Its a two way street. I've bent over backwards for this company and my most useful online time has shaken out early and late. Good luck when my teams counting on flexible support no longer get it because I've complied with the hours in my employment agreement and fixed my work life balance. Bite the hands that feed you and they'll pull that critical extra mile faster than you could imagine. Bold move Cotton, we'll see if it pays off.
This means the entire ELT is a failure.
Let’s be real, this only means CDA was a failure and is a last ditch effort by JD to save his job
It is happening and team meetings are already going on.
I’ll believe it when I see the email and it truly gets implemented. Expecting leadership to have a shock when they don’t see people in the office, particularly in GT. We are used to being fully remote.
🤷♂️ they’ll have to fire me then. Oregon gives 26 weeks of unemployment.
Too bad they’re too cheap to just do layoffs like they used to. HR really doesn’t care about the company’s professional brand name.
Flex schedule does not impact remote workers
Is that what JD meant by “company strategy “ in his email??
Hopefully they will not end the remote pilot program and ask people to come back to office. It’s going to be a major change for those who have located outside Oregon under this pilot program and it won’t be fair to ask them to come back.
how does this work for people that are fully remote? i.e. part of the remote pilot (some tech orgs)