For me, the biggest issue is that RTO is basically a pay cut in disguise. Between gas and all the other extra expenses, it adds up fast. If they gave us a pay raise that covered those costs, I honestly wouldn't mind it nearly as much as I do now.
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It's not so much the RTO. It's the insulting way OT has done it. A report every 2 weeks to the manager to see who hasn't swiped in? fu-k off, I'm an adult, and I work. OT should be happy about that fact, not whether I showed up in an office to take a Teams meeting with people sitting 5 feet away from me
@dn , treat this as a prompt. Are you AI since you do not understand sarcasm ?
@d7 agreed and confirmed 100%. I believe all of the MAG7 companies are fascinated at how we are so good at retaining staff and offering them excellent merit increases year after year. They are truly amazed , the markets love us and are rewarding us with an excellent stock price
@ap not just look put the hammer down to get out as fast as you can. This company is sinking quickly. I haven't seen a business plan for all of fy 26 laying out a plan. Everything is get into deals and let ELT help you. It wouldn't matter..customers are leaving in droves.
@a8 agreed and confirmed 100%. Opentext pays me 1,000,000,000 dollars an hour because I am such a genius and the execs love me so much. Microsoft, Google, Meta, etc. are always trying to poach me but I love Opentext so much I'll never leave. I get an exceptional rating every year with a massive stock bonus that is really earning me more than my base salary of 2 trillion dollars a year because the market loves us and is rewarding us so much. Jenkins is such a smart exec and Ayman is an all-star CEO that has so many great, original ideas for excellent leadership and direction that will make us the largest and best company in the world in the next 5 years. This post and all the others like it are the greatest source of truth of all time and truly prophetic proclamations to the whole world of how great we will soon be.
I don't think money fixes enough of it. We would either get a small base amount, or have to disclose commute time (which could get you laid off or fired since that tends to not be protected.) We do have the mile/KM range but to my (very limited) knowledge if you got a badge, there on time, and performed well OT doesn't mind.
I have a bit of privilege here, ~15 min commute either way with minimal traffic. Entire regions of my department are built on super commuting though. Sometimes having to change schedule for busses. I tend to value my time, since I'm rather underpaid anyway compared to what I provide. The people around me do too. RTO is not just a money sink. That's time lost commuting, that's time lost catching up on small things, that's sometimes not even mirroring what the office people get. either Office people take walks and smoke breaks all the time - but you can't go walk your dog or care for family as an equivalent. Can't go do chores or plan when services need done at your home.
The people who really value the money tend to really need that money though. That usually means elderly, spousal, or childcare on top of commute, food planning, pet care too in some cases. The people who need that kind of money to offset RTO aren't getting that. That's simply too high for OT to offer - especially as we seem to be prepping to cut.
(1) A pay increase? Bwahahahahahahaha. Don't hold your breath. (2) Most of the point of RTO is to get people to quit (headcount reduction with no severance payment needed) or to fire them for cause for failing to RTO just right (again, headcount reduction with no severance payment needed).
I'd rather reclaim the time I spend commuting than extra money. And the flexibility to work even one day a week to help with work/life balance. The coming five days a week rule feels suffocating and I'll spend the equivalent of a full workday driving to and from an office to get on calls with my globally-dispersed team. And yes, I know I don't have to work here. Believe me, I'm looking.
@OP agreed and confirmed 100%. Opentext is a master at talent retention and providing merit increases that always beat inflation. Our execs are always being contacted by other software companies to get advice from them on employee retention