I heard RTO requirement will be tied to our incentives. Is this true? If so, I am on waiver for RTO. Not sure how I will be affected. Maybe waving a percentage of bonus/incentive.
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What the company is obviously forgetting is that this kind of negative impact works both ways. Think tanking the morale of 100k employees has no consequences? The people that leave are the least of the company's worries. Those that stay and remain perpetually pi---d off about such BS are in position to do grievous damage. Not by actual violence or sabotage, just by collectively not giving an S anymore. The ivory tower can do whatever they want, but they have zero control over the results of their actions. RTO/location strategy has already failed, and it will get worse over time, not better.
The favorites that get to wfh, nod nod, wink wink, aren't impacted by this? Talk about UNEQUAL. It's a DEI "situation" along geographic boundaries, "hubs" and management favoritism.
To those thinking it won't impact your ratings think again. Managers are to hold employees accountable. If managers aren't doing that they will be held accountable. This has been discussed numerous times across many different management forums.
I've got a situation right now with an employee who is 2.7 days per week over the past 12 weeks. I've been told that I need to discuss next steps about their case with ER if they don't get their average up in the next month.
Getting 2's on your rating ki-ls your bonus this year, and more importantly, resets your bonus base for the next year. One bad performance cycle can take years to recover from. Especially if you are on bonus be careful.
I'm just waiting for them to ding me on my performance review for not being in the office while simultaneously not providing me an office to work from. Lawsuit material, right there.
Umm…the intention of RTO should be explicitly clear by now. It’s doing exactly what it’s designed to do.
Old news. Been living under a rock?
One really has to abuse the meaning of "performance" to suggest that RTO is a factor in it if your job can be successfully done from home for a decade first. It's obviously a conduct issue to ignore directives, but performance? BS, and obvious BS at that. I presume it's framed as such for the benefit of the sl--e in Hudson Yards.
do the needful and figure out what you mean by waiver. if you have an accomodations from HR to WFH or an approved exception to WFH then you will be fine. if you are required to be in office and are choosing not to then that might affect your performance at the end of the year although your manager will have probably had a few conversations with you by then including the possibility of a pip. it's up to them and your groups sr. leaders to decide how they are going to proceed with that. my guess is we will all start hearing more during our mid years in a few months.
So if I don't RTO, my annual 1.5% raise is in danger? (calculates value of time, auto...)
FRTO. This company is wasting resources it can't afford to fritter away to ensure that employees waste resources they don't have. Meanwhile, does anyone care about actual work anymore? Sure as he-l doesn't seem like it.
Why not ask your manager? Literally no one here can answer that question and, unless you have a quality and trustworthy supervisor, I’d put money on you being told one thing and then come compensation time you realising another. Regardless of company standards managers have leeway in how they allocate both merit and incentives. I could see a sh!tty manager reallocating at-least some of both of those allotments to others because of your non-complainer to the policy. An “RTO waiver” does not read like an “HR Accommodation” or a “WFH Exception” for the previous poster who doesn’t understand the difference and thinks WFH is WFH. Perhaps the OP does not understand their exact situation but there is a very important distinction in the wording used and you should clarify. One version impacts your numbers, the other does not.
You should look at getting a Sylvania TV. And a bottle of Anacin in case you get a headache.
Sure it will be. If the expectation is being in the office 3 days a week and you're not doing that then your rating, bonus and salary increase will be impacted. If you're not required to go in then all of those things won't be impacted. This isn't hard.
Since my location is remote I must be incentivized to stay home. Particularly since I got max bonus the past 2 years in a row.
The stock is in the toilet and they have like 240,000 employees. They're not going just cut back on your bonus if you don't start showing.
They didn’t cascade RTO with our goals. I’m calling their bluff.
I bet it won’t be a line item in our performance review.
@1bpv+1lYkQwhW lol. What is the difference. If you get a waiver for RTO obviously you’re wfh.
What in the world is a waiver from RTO? You mean a WFH exception?
@del+1lYkQwhW “That of your manager”. What do you mean?
You'll be laid off in 2023. That is how your incentives will be handled.
Non-Compliance with RTO requirements will impact your performance evaluation and rating and that of your manager.