Have been hearing more and more that the move to 4/1 is imminent - anyone have insight? The 3/2 always felt too good to be true but also don’t understand why the change now?
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@4iso you’ll get a lot of downvotes. Only because what you said was true. Look at Portland. This spring hundreds of city employees signed a letter saying they’d quit if forced to return to the office at least 20 hours/week. The city wasn’t buying it and moved forward. Guess how many employees upheld their pledge to quit? I’ll give you a hint. You’ll only need one hand. ;) Employees really need to stop trying the “I’ll quit!” bluff. It won’t work because everyone knows you aren’t quitting.
Nonsense.
• How precisely does a 3/2 model not benefit Nike?
• You are conflating a flexible hybrid model with WFH. They are not the same.
• A flexible work model benefits the employer as well as the employee. Don’t forget to brief the ELT on that part. You take away flexibility on one side and you’ll lost it on the other as well.
• Study after study shows that RTO mandates disproportionately impacts women.
• RTO mandates are a pay cut for employees.
• The rest of your argument is simply hyping up a feudal system.
Well said @4iso+1oWxgZH0
Found our friendly neighborhood HR rep. Lmao. It almost reads like a copypasta
Problem is, when everyone talks about how WFH is more efficient and productive, they are talking directly about themselves. Meanwhile study after study and research paper after research paper has shown that corporations have over the last few years generally become less efficient and less productive with WFH schemes.
In other words while WFH may benefit most individuals, collectively it doesn’t benefit most corporations. This is why you’re seeing a large push in corporate America to get people back into offices. Most people don’t like it but that is the way things are trending.
As far as predictions on this site about a “mass exodus” happening, that is mostly wishcasting. It works the same everywhere. When any company or organization changes things you’ll see a bunch of employees say “If XYZ happens then we’re going to quit and go somewhere else!” But guess what? It rarely works out that way. And the reasons aren’t a mystery:
- Most people are risk-adverse by nature. They understand and practice the idea, “The devil you know is better than the devil you don’t know.” Staying in a job that is at least tolerable is, for the vast majority of people, a preferable alternative to the low-odds gamble of hoping your next job is better. And that IS a gamble because…
- There’s often a naive assumption that almost any other place you land will be better than where you currently are. But according to Forbes, a full 70% of people who have quit jobs in the last two years ended up regretting it. Turns out the grass often isn’t greener on the other side of the fence. Feel free to Google this Forbes stat if you don’t believe me.
- Let’s be honest: searching for a new job s*cks and it’s a task most people vehemently want to avoid unless they absolutely have to do it. Finding jobs, spending hours applying on antiquated systems where you often get to do fun things like attach a resume…and then also type out your entire resume in 20 different text boxes, going through countless & painful Zoom or Team interviews, and after you’ve put in all that effort and time you’re just as likely to get ghosted. Seriously, you’d be shocked at how many companies these days won’t even tell you after interviews that you didn’t get the job. Instead they just won’t get back to you at all. It’s appalling but surprisingly common now. So yeah, applying for new jobs is a frustrating full-time job itself.
- Even if you can find a job that matches or betters your current pay and benefits, then you get to prove yourself all over again from scratch! You’ll have no reputation, no earned goodwill, no internal friends, networks or mentors, and you’ll get to navigate a new corporate culture. Who wouldn’t want to do that!!! You’ll also discover that every company has its own internal politics and its own dysfunction. Which may be even more maddening than the dysfunction from which you just escaped.
That’s why claims of a mass exodus are almost always not to be believed. There will always be a small number of people who leave. However it is extremely rare that mass exodus claims turn out to be true. Even though it makes a lot of people feel better to believe otherwise.
It is happening because ELT is convinced it needs to happen. It isn’t tech but product. It took product and merch forever to RTO. The way Nike manages lines is so inefficient. There are still stubborn people in leadership roles who do not want to listen to reason or update their ways of working.
5 of the 15 direct reports for JD are non-white....greater percentage than the US population.
@2jqc+1oWxgZH0 - not true. See JD’s direct reports, majority white Americans.
Plagiarism & social exclusion are rising because of poor leadership overall . There are examples of these in every gender/race/location. As a woman, i have seen & experienced bullying & manipulation from so called women “leaders” at Nike. It happens regardless of gender / race / remote work model. Not having healthy , merit based assessments for promotions to Sr Directors is a key issue. Don’t put incompetent women/men in leadership positions.
I’m not sure you can point at any single issue causing women to leave Nike. But it is happening. I volunteer a lot and care deeply about getting more women in tech. Most of the women I’ve referred over the years have left in the last 3 years.
Maybe it was covid, maybe it’s the return to office drama, maybe it’s HR’s reputation for protecting the C-suite from se-ual harassment lawsuits, maybe it’s Nike’s failure to address pay gaps, or lack of promotion opportunities. But yes it could also be tech’s recent culture of stolen achievements and social exclusion.
@2hul+1oWxgZH0 The only reason it’s a race thing is because Indian managers only hire Indian FTE & ETW. It’s disappointing how racist Nike has allowed things to get, but I guess it does “fix” their failing DEI programs metrics.
Too bad they’re torpedoing tech’s gender ratio in the process due to a new wave of s-xism that’s sprung up.
@ 2grn+1oWxgZH0 - don’t blame Indian contractors, the issue is with the low skilled FTE (comes in all color) who can’t deliver tech solution.
Ah yes… @1ewu+1oWxgZH0 with their expert commentary.
“Our business strategy is selling directly to consumers. Therefore user experience with our webpage & apps are paramount. But tech does nothing for the company. We need to ax everyone and replace them with contracting firms legendary for fraud and grift.”
No. Just no.
Tech is filled with bloat because of ghost Indian contractors. We’ve been billed for thousands of empty seats.
On top of that these are the worst software engineers you can hire. Task forces have been created across tech to independently audit the solutions these cheap offshore contractors have put in place. They can barely solve the businesses needs, let alone do it effectively.
On average their operational costs are BURNING 4X what they need to, and that’s just the 5-minute fixes.
HOW?! How have we not been able bring down our cloud bill? It’s not difficult work.
It just needs decent engineers to care about the company.
We “saved” so much on personnel with all this offshoring that we’re now spending more than ever before on bad poorly optimized solutions.
Is RF leaving? The guy only focused on being safe, didn’t lead. I don’t know what fan club are you talking about.
This is not just about tech, majority posters in this forum seems are from GT. Nike makes and sells shoes/apparel, not very complex. Tech has added complexity everywhere to keep their large organization and budget intact. Outsource everything tech, it’ll be good riddance.
Those who make these decisions do not live the same lives as those impacted by them. We don’t have household staff. We don’t make $50,000 a month. Sure 2.5 months seems fine for them because they wouldn’t be forced to figure it out. Someone else would do that for them. They don’t live in the reality of their decisions.
The thing is that leadership will never be able to answer why. It’s a backwards decision and there is no way to make it make sense. Especially if some roles are allowed to remain remote.
@1mml+1oWxgZH0
So many of us have been back on campus and have been dealing with commute costs, and child and elder care. So how would you make this fair for us? We certainly did not get a stipend to offset these costs while a bunch of you half-wotked 100% remote.
Make it make sense.
As of today this is happening and will be announced in the next few weeks. This info comes directly from a VP who is in MMs staff meetings and has been telling their entire leadership team about it for weeks, many of us have heard this directly from that VP it isn’t a secret or that VP doesn’t seem to think it is. Start date in Jan 1. That gives ppl 2.5ish months to adjust/move which they think is generous. I doubt employees will feel the same.
I suspect tech will abandon ship at much higher rates than they have planned and that will be challenging to recover from. There are still amazing tech employees here and we will lose them. The good Sr D’s and above have little incentive to stay either - the last 3 years of stock is worth zero and this year will be the same making it 4 years. Stock is the biggest part of pay in the long run for leadership. Then RF, the last tenured GT leader who has a massive fan club just announced he’s leaving so all that is left is the leaders that are not respected, liked, and completely lack leadership abilities. Tech was already in trouble but now they are a sinking ship going down fast. Maybe this is the play from JD to make it easier to move 90% of tech to India. I’d challenge him to show us one example of a company our size that has made that model successful. He can’t.
There may be hope on the tech side still as rumors also indicate a reevaluation of this decision for engineering due to what has happened at other companies that tried the same thing - the engineers left in droves at higher rates than they predicted and they can’t get them back. And gasp shocker that the India model doesn’t work at all when you have no tech folks onshore. It feels to me like Nike is panicking as they lose their market share and are making stupid decisions as a reaction because the leadership in so many areas is subpar at best.
Have they thought through not just a mass exodus, but the implications of forcing an in-office model on employees who flexed to keep the company going during Covid? Those who realized they could have a career and life with better balance because of flexibility?
Have they thought through the impact on employees who need to cough up more money for childcare, eldercare, commuting costs, etc.? For those of us not making Sr. Dir. bucks, that’s real actual money. That’s real actual negative impact on employees and their families.
This would be a step back not just to “pre Covid” but to 25 years ago. If leadership doesn’t “believe in flexibility” then employees won’t either. In office work means in office. No more early morning or evening calls. No more checking email on the weekend. There’s no need to bring the laptop or cell phone home at all. 8 hours a day in the office and nothing more. Does leadership know they cannot have it both ways?
If they want to do layoffs, do layoffs. Don’t just push out women, caregivers, lower wage earners, and others who THRIVE because of flexibility.
I’ve seen a couple messages mentioning this in public slack channels that all get removed fairly quickly. Ignorant leadership is going to be ignorant. Those leaders that have refused to learn how to manage remote roles by now will never learn. Sadly these are the leaders in HR and other areas that will make these decisions.
Current pool of tech employees are either stuck due to their green card process or long term employee waiting for retirement or someone who can’t get hired outside of Nike. Don’t worry about exodus, good ones have already left.
Sounds like a hostile work environment and retaliation from leadership from there poor performance in leading the company. Ez unemployment cases for the soft layoffs.
Lol. I’ll continue on as I was hire. If they want me “back” they can let me go & give me a nice vacation via unemployment.
I heard M-Th starting January 1, 2024 too, tho there was some hesitation that there would be a max exodus of tech workers once it's announced officially. So they are rethinking the strategy.
This is not happening, consider it a rumor (from an admin)
An Admin friend of mine is saying M-Th starting January 1, 2024. sad face emoji