I think leadership would be much more worried if they realized how many employees are serious about quitting if they force us to RTO. We're not talking about the usual 4-5% attrition here, it's going to be three or four times that at least. In this job market, it's going to be devastating for WFC. They really should take us more seriously.
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If you want to work at a place where they actually might consider you family and care if you leave, a major financial corporation considered Too Big To Fail is not the place.
You want a mom and pop shop. Mom and pop shops can bring in millions a year, mom and pop doesn't mean low budget.
It just means a small employee count.
Your manager and peers may miss you, WF will not.
Same for Microsoft Apple McDonald's Corporation and the US Navy.
I don't think the people threatening to leave over RTO realize how serious the bank is about not caring about it.
they are planning on you being upset and leaving..
People always talk about leaving with RTO, but there aren’t that many companies that will be 100% remote in the future that pay at the rate as here. Sure salesforce and a few tech companies may be wfh centered but it’s really hard to get into those places. I am just happy there will be some flexibility. At the last place I was at it was 5 days in no exceptions and pay was much less.
Color me gone this quarter. They don't care and nor do I.
For the millionth time, the C-Suite not only doesn't care about threats to leave, they're actively banking on it to hit the headcount reduction goals without paying a ton in severance.
Leave, no one gives a sh--e.
They don't care emotionally, but experienced warm bodies are needed to simply keep the place going.
THAT'S the problem leadership will soon be facing.
When attrition gets excessive, there's no way to fast-forward getting people in the door, trained, etc.
They don't care!
Post ID: @djb+1fbEuTK5
That ship has sailed. Wells Fargo was already pressuring their managers to section out which work can be offshored before Covid. It’s going to happen no matter what. So the “You better RTO, or they will send your job overseas” threat doesn’t hold any water with me. In fact, I have the exact opposite reaction. If someone attempts to manipulate me, coerce me, control me - I will see to it that I come out on top.
I am confident in what I bring to the table. Wells Fargo needs to provide a safe environment for their employees to RTO. Whether it be vaccine mandates, mask mandates, spacing out of desks, plastic around the desks, strict comprehensive policies which are uniformly enforced, reports on quality of air purification, or a combination of such. That is the only issue for me, and the most important issue to me.
@loy+1fbEuTK5 . No work any day. Just wait for performance management process. My guess is a person can last months with as inefficient our process is to fire people.
if you want to leave, leave. Who cares? Offshore has more job openings than onshore, or so it seems. They keep this up, US jobs will be called offshore.
A friend of mine works for a large international insurance company. She has been very happy there and says management is very good to their employees.
The company sent out surveys asking what will it take for employees to feel comfortable, or be okay with, RTO. Some of the terms suggested by the company were:
Entry in to a raffle for cash each day you come in to the office
Entry into a raffle for free PTO days each day you come in to the office
That’ seems a little insulting to me, but I think it’s good that the company is taking the pulse of their employees.
This company already requires vaccination of both employees and visitors to gain entry in to the building. Employees had to upload their vax card, and then fill out a survey regarding their health each morning (fever, cough etc) before their badge lets them in.
How long would it take Wells Fargo to get that technology up and running lol?
Just thought I would share. It’s interesting to hear what’s going on at other companies.
This RTO and pause cycle have repeated many times already and guess what, many of us have left already. I am pretty sure that all those who are in panic mode right now will stick it through with WFC come the definite RTO. Why? They did not have the courage during the first cycles.
when you say skip a couple days is the expectation that you won't work at all those days or will work from home? we do have a somewhat new unexcused absences policy so if folks follow your guidance they'll be fine in a few weeks.
TBH I think getting human capital (formerly known as team members) to turn over isn't a bug but a feature of the RTO plan. In my case, my position was "work where ever you want to" for years and now I'm on the 3/2 plan (much like this strategy 3.2 beer is cr@@ but I digress) where I get to sit in cubeville with ~ 600 of my closest friends on one floor.
Not only will they get a RIF (reduction in force) with no severance costs but if they do have to replace someone who has been here a long time they'll be able to backfill with someone close to the min salary.
Its a win/win for Chuckles.
I don’t think you realize that they don’t care about your feelings
You worked in an office before. Now you get to do it again. You will survive
if the job market is as you think it is why are you still here? perhaps now that we just got our bonuses more people will go, but we've been hearing the same threats for quite some time yet people are still here. End of the day it's the devil you know,
And where will you go instead? I hear a lot of barking but other FS firms have the same hybrid arrangement we are going to.
I think you're overestimating
If RTO “firces@ you to leave, so be it. Everyone is, unfortunately, replaceable.
Do you really think they care? They will fill those seats immediately to all those who leave.
I'm not so sure they think it's that big a deal. Other similar sized companies have pushed it an it's usually between one and two percent of people who leave. I guess we'll see if and when they push it again but I wouldn't count on them backing down.
Considering the difficulties in obtaining reliable child care in certain areas of the US, inflation, and stagnant wage growth, there’s going to be some difficult decisions being made among our peers. RTO isn’t a one size fits all go forward for any of us. Granted, it was never supposed to be permanent, but it’s been two years. Clawing us back is going to come with organizational cost. WF is going to suffer a significant amount of non recoverable brain drain from resignations, early retirement, and layoffs. I’m not sure what their long game is.. seems like they’re just fixated on playing this out in yards (sorry about the sports analogy, Charlie.. I know it makes you nervous).