Thread regarding Fidelity Investments layoffs

Let's look in this way. What we are trying to solve here? Because the proposal is good. Alternatives to the ones that are active listening for improvement.
I don't mind if Fidelity moves 100% to office I just will move on to another company. But I also like to work in Fidelity, I like the problems that we are trying to solve and the future problems in the near distance.
Now, I dont believe that any of this decisions are made by nothing. They probably are based in some data. We don't know were this data come from, probably Gartner. My first thought knowing that every information has several interests would be. Who is winning with the decisions made on this data? Who is interested in people going back to office? Are they third parties? The ones providing the data metrics are the ones that would loose space in a distributed workplace?
Who, why, when? This will help on a feasible solution for Fidelity.

@1lkx+1npHaYFp
Name calling doesn’t help the conversation.
If Fidelity keeps the one week connect week, I would imagine many would be relieved.
That said, there are still others who would prefer a more flexible policy as their personal situations may benefit from it.
As mentioned by someone else, there is not going to be and shouldn’t be a one solution fits all as that would just alienate some.

@1lkx+1npHaYFp
Fidelity is not yet known as a technology company. Some college grads now about Fidelity Labs, all know the names Amazon, Google, Facebook, etc.
In order to compete in the recruiting process, they need to draw people using other means.
Innovative workplace as mentioned in other posts is just one example.

typical response. They are giving you 75% of your time to do what you would like and you are all still complaining.

I appreciate the flexibility I have with three weeks to work wherever I want and am worried you infants are going to ruin it for everyone else.

@1vik+1npHaYFp - the old “if you don’t like it here, go elsewhere” comment is not helpful and non-productive to the conversation.

has anyone here paid any attention to what is going on with other companies? You are complaining about one week per month. Look at Google, Schwab, Morgan Stanley, Facebook, Apple, Amazon....if you don't like it here you can go work someplace else and come in 3-4 days per week.

if covid never happened, this would never be a conversation. 78

pay my student loans for me..

@btr+1npHaYFp the answer is simple, divest of the properties and take the profit (or loss) and move on to a modern approach to work.

You took that from my mouth :D
The success of this site is due to people wanting to be heard and those genuinely interested in improvement listening. However, there's a disconnect between the upper level and the crowds, like Marie Antoinette not understanding why people don't want croissants. This alienation stems from the difficulty of speaking the truth in corporations, not only in Fidelity.
Here's the deal: If the aim is to get rid of those with two jobs, going back to the office will cost you good employees who don't want to commute for Zoom.
Silent firing won't work either, as those unnecessary individuals will stick around, adept at hiding behind validation/verification/researching tasks. It's hard to identify them.
To truly build a culture, going back to the office won't change much. I've been there, sitting and eating alone, wasting time and money. Instead, focus on fostering real communities within Fidelity, avoiding concentration of power within communities of practice. That will have a greater impact on the culture than simply being in the office.
If the focus is real state investments I'm afraid to say that the ones making real state decision are the responsible for the mess and i have nothing much to do with that. :D

There will never be a one size fits all solution to this, so we as employees need to offer up solutions as opposed to complaints.
First, we should be ask not to be treated as one entity but as individuals. Each person has their own motivation: money, recognition, fame, socialization, family time, etc.
That said, not sure Fidelity is willing to put in the time and effort to come up with the solutions that satisfy all. They appear to be first trying the hardball approach. Let’s try to soften that for now and then work on further individual solutions. Seems they have the spotlight on at least getting some form of routine workforce in the office. If we can understand why, then we can offer alternative options. They have a lot of money and resources tied up in office buildings and the support required to keep them running, they need to justify their investment in this. What can we do to change this?

That's an excellent use of the space. The better one until now.
I'm not master of brevity, so, sorry:
Work doesn't define my entire life, and I don't believe in work-life balance. Work and personal life are intertwined, like music blending together. We should strive for harmony instead of balance. Whether in the office or remote, a toxic job will affect you regardless.
The commute isn't the issue; it's the value I get from being there. Fidelity's back-to-office mandate competes with my family time and offer long hours on meaning less Zoom calls. Financially, the commute equals the money I'd earn from a job with one office day, even if it pays less. The new generation prioritizes neither titles nor long hours they want to have their houses and a good life. They learned wirh Lean and Scrum that hard work and long hours can only signal process inefficiencies, not something to be proud.
Fidelity should consider creating strategic hubs or co-working spaces. These hubs would provide office benefits while allowing employees to meet new people and participate in domain-specific activities, and help in recruitment. Genuine connections cannot be mandated; they are built through shared interests. Culture is a community effort, not something imposed. Who want to make a connection will find a way who doesn't also.

@OP+1npHaYFp They already offer most of this at least in Westlake. Car wash service, Cafeteria isn't too badly priced, Food trucks occasionally.
I don't need any of this and it isn't worth it for me to come in as opposed to WFH. I don't have young kids so child care not needed. Cafe is okay, but I can make lunch at home, Gas vouchers - not happening even it it did you would get taxed on it, food trucks - cr-ppy overpriced food - no thanks, car detailing - Spiffy is fine, but I can take my car somewhere close to home, shoulder massages - no thanks, pets at work - no thanks I don't want to see your ugly dog.

If you work on a distributed team, then in-office time is horribly alienating. The one-size-fits-all approach is not working.

I don't need free/subsidized stuff, but morale is important. I do my best work at home, and I'll gladly come in for guaranteed face time with my boss. That means the company - gasp - might have to fly them to me, or me to them, or something.

"You have to be here X days a month so you can take your George Jetson zoom call bullsh-t" is a morale ki-ler. You can get away with it for a bit when the economy sucks, but people remember how you treated them. Don't be surprised if people jump ship the instant things pick up

Here is one...and most likely one from the Management

"come to ofc, else find a new job"

Treat your employees like adults. Do away with the “naughty” lists and stop berating employees if they take PTO during connect weeks.