I believe there are enhanced tools to monitor office attendance and RTO. How many employees have been laid off or left, and what is the target number the company wants to reach?
What are the metrics being measured on how exactly RTO drives increased 'collaboration' and productivity?
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heard today that they were going for 40k. deep cuts
“I don't think a domestic headcount number makes sense. Stankey is obsessed with revenue per employee.He wants to get over a million per employee to align with our competitors.”
This is longer your problem to worry about.
“The target head count is 85,000 according to the Wall Street activist investors. I am currently taking bets on whether RTO tanks the company into a private equity buyout and breakup or bankruptcy reorg before they convince enough people to quit by making them miserable.”
I’m exiting the company soon, but I really hope the company does go under. They deserve it.
I’m 100% malicious compliance. I legit hate these mother fu----s in upper management here.
We can't match Verizon or T-Mobile in revenue per worker. Sad.
I don't think a domestic headcount number makes sense. Stankey is obsessed with revenue per employee.He wants to get over a million per employee to align with our competitors.
If they staff up offshore while culling heads onshore you could see employee counts go up, but salary cost going down, resulting in revenue per employee going up.
The target head count is 85,000 according to the Wall Street activist investors. I am currently taking bets on whether RTO tanks the company into a private equity buyout and breakup or bankruptcy reorg before they convince enough people to quit by making them miserable.
Side note: the legal term for this is "constructive discharge" which you should be conveying to your employment attorneys. It is an act of pure cowardice at best, and outright malevolence at worst.
“This model led to T’s decline. Report to the office or leave.”
There are a couple of reasons for the decline.
- Having too many low IQ sycophants (that’s a-s kissers since I doubt you can read long words) like you.
- Huge, I’ll-advised acquisitions of companies in lines of business T has no business being a part of.
RTO is BS.
There are people in Indiana, New Jersey and Wisconsin working from home full time.
If the edict is RTO then make it so.
“Or maybe, just maybe, we’re missing opportunities for seeing our kids in the morning, more sleep, less wear and tear on our cars, less money spent on gas, more work productivity, less distractions while working, and so much more.”
This model led to T’s decline. Report to the office or leave.
“Not happy with RTO and actually having to work. Missing lots of opportunities to golf.”
Or maybe, just maybe, we’re missing opportunities for seeing our kids in the morning, more sleep, less wear and tear on our cars, less money spent on gas, more work productivity, less distractions while working, and so much more. Sorry you aren’t self-disciplined enough to work from home! Seek help!
Not happy with RTO and actually having to work. Missing lots of opportunities to golf.
“ What are the metrics being measured on how exactly RTO drives increased 'collaboration' and productivity?“
I am not trying to be snarky (really) ..but why continue to ask questions like this?
You know the answer is that there are no metrics being measured, and that they don’t care. You know this. So why keep asking?
RTO is designed to force people to quit. Apparently, they didn’t get enough last year so now they’re tightening the sc--ws. Only problem you risk losing the good folks you want to retain. Nobody wants to work in a toxic environment.
Getting rid of dead weight.
RTO and associated employee losses are a line item on VP budgets as a tentative + $ savings. They are planning budgets on them.
You should know by now that no one size fits all. There is a subset of "protected species" or "sacred cattle" that are not held to the same RTO standards. Stankey is trying to separate the wheat from the chaffe.
“ There are no measures for that”
Clarifying this a bit. Stankey said when they announced this that they expected 15,000 fewer people to be with the company by end of 2023.
I’m sure they have projections on how many people will self-layoff and I know for a fact the actuals are used to help determine how many to cull in non-RTO layoffs (VP told us the number who don’t move helps determine how many get axed the old fashioned way).
As for the collaboration BS it’s just that. Unless you’re making widgets how would you assess that? They have no clue.
OP, nobody on this board is able to answer the questions asked. Truth be told, absolutely nobody in the entire company has the answer to these questions that you asked.
What are the metrics being measured on how exactly RTO drives increased 'collaboration' and productivity?
"How much trouble is Stankey and other execs getting into for not managing their cascading teams (i.e. the whole company) well?"
Not a Stankey fan. But they are doing that. They're firing people who don't follow directives. And rightfully so. Are people waiting for them to ask nicely or something?
The goal is to get down to 100K employees.
I heard that people managers and supervisors also get in trouble if their team member s do not comply with RTO, with the reasoning being that a manager should be able to 'manage' their team to follow instructions.
How much trouble is Stankey and other execs getting into for not managing their cascading teams (i.e. the whole company) well?
There are no measures for that. They were intentionally evasive when those questions were asked initially. This is about layoffs and execs taking back ‘control’, not collaboration.