For the company that’s not worth it? My costs will significantly increase, and I will be losing quite a bit of time commuting. If this was Nike of old, maybe. Today's Nike? Nah. It’s just like any other company - shallow, about nothing, without vision, dehumanizing, cutting and butchering for bonuses and payouts. I can find any other place like that closer to home.
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@1rtq+1rsT1iQC , "Get over yourselves. Very well paid, working indoors, and whining about actually having to work!"
This is exactly the way of thinking that keeps things the same. You don't matter. You are being used to make the rich richer. Not wanting to commute for 2 hours to get to work to do the same job you can do from home is reasonable.
"Some people will leave, most won't. Leaving is hard after all."
We're talking about a rubber band here not a sliding scale. That's a double edged sword. By the time ELT realizes they've pushed too far Nike will already have fallen halfway down a cliff.
Once employees show signs they have been pushed to their breaking point that means they've already updated their resume, applied to hundreds of positions, interviewed with dozens, accepted another job, sold their home, moved school districts, found a new apartment, ....
A few people leaving aren't a problem, but if the average Nike employee is planning their exit there is no going back for our ELT. They can't stop the avalanche by rolling back to "You can WFT 2 days a week! Please stop leaving!". They'll have to give employees back enough to offset hundreds of hours of planning & execution on their next career move.
I'm leaving Nike. There is no future here. But due to my family's needs I'll still be here for another 1-2 years phoning in the minimum effort to not be fired.
@1zxd you’re probably correct. Especially with the stock price and the company in general lagging.
People will complain. Many will threaten to leave. A few will. Usually the best and brightest who have options. But most won’t leave. Looking for a job is hard. Especially if they want to stay in this industry. People also get comfortable where they’re at. Besides, there are much worse places to work. Something people easily forget when it’s either been a long time since they worked at such a place or they never have.
Before COVID Nike was 5-0 with summer Fridays. That’s going to come back whether we like it or not.
It absolutely su-ks. Yep, that's my professional response. I'm back to being physically and mentally exhausted and I'm not alone. Many of us have even gained weight already. Productivity is way down and I'm concerned. I'm back to working 10hr days with RTO and with commute, my day is gone. Back to eating at 8pm and my home in chaos. Traffic is even worse than 2020 and that's with many WFH still in the area.
I'm the ONLY one in my tech network of friends and family that has to go into an office. Even only two of them went into the office before Covid but they're now permanently WFH. I've tracked the cost and could easily break even taking a pay cut for a WFH job.
I know slot of people would like 4-10 HR days, but this isn't feasible with children.
Our SR Director keeps driving us to be in the office and for 9+ hrs a day but he also has a wife that WFH and does everything in the home. The irony.
Get over yourselves. Very well paid, working indoors, and whining about actually having to work!
I've said it a thousand times and I'll keep saying it, we should formally move to 4x10 ideally with Monday opt WFH.
Friday is a lost and probably unrecoverable day at this point, we'd lose almost nothing by giving it up for most corp teams and guaranteed gain a lot with an expectation of slightly longer core days. Shift out busy commute times in Beaverton and make being onsite a bit more worth the effort. End the week with Thirst Thurs or whatever people like. You can have your cake and eat it to this way, JD. Common. Fu--ing. Sense.
I know the schedule isn't for everyone but a three day weekend would sway most I've talked to. There needs to be some tradeoff for employees to accept RTO and this is an industry leading option.
Whilst I empathize with the financial impacts of RTO for you, the conversation on RTO needs to change to “productivity and leveraging talent” so that we can swallow this sh-t Sammy. They need results fast and results require productivity.RTO is not driving productivity. This ain’t hard.
RTO has had a profoundly negative impact on my org’s productivity and morale. I’m so worried. 2/3 of the team is actively seeking remote roles. Two of my most senior mates (who couldn’t wait to have the team back together) have admitted they are not thriving in the new model.When we were first told we’d be going 4:1 our SLT said they understood RTO would lower productivity: but that the benefits of being together would make up for that. If leadership doesn’t make a change swiftly there is no way we’re going to be able to do what they are asking of us in these next few months.
100% agree!
Such as….?