#rto

Was informed we need to be telling management what 3 days we are going to be in office each week. If we need to change a day we need to be letting management know. This feels beyond the rto requirements. If we are hitting our 11 days a month why does it matter what days we are in office. The micro management is at a all time high. Is this happening across the board or am I just lucky?

What is the future ? Will there be any layoffs as part of this merger ? Any updates to RTO ?

I guess I am creating this thread for us who want to vent. Type away.

So that’s why they have that stupid new goal about being present in office or some garbage.

Man, what about those of us that take long and frequent bathroom break because we are old and have fiber and bladder problems??? Every trip to p-e takes over 10 minutes to walk back and forth, and it takes a long time to empty it out because it drops so slowly as a 60 years old.

I am so glad I am retiring this year. I feel horrible for the young folks and all the folks that were hired as WFH and took a lower salary, now have to spend money to commute

So have you heard that the move to remove all remote workers is underway, if your not in a HUB the plan is to ask you to move to a HUB or leave. Come on is this true

They really want people on-site. Guess this will decide what site is next on the block.

They should be sent out before EOD today. It's going to be a good news for many.

Will HR make him send an email with an official apology or will 3000 RND employees be quietly told to ignore him? Either way confidence is lost.

He fired the testers causing an explosion in escaped bugs. BH apologed for him.

His rolling reorg has slowed work so badly that he thinks T-TH will fix the mess he made. Will the reorg ever be code complete?

He put US RND teams under the direction of an inexperienced director in another country with a 5 hour time difference. How does that help in person innovation?

He split Viya 3.5 and 4.0 RND teams putting them in competition ki-ling any chance for a smooth customer upgrade.

He has not developed one working GenAI SAS model after two years of trying.

He gave up a 19 point lead in the NCAA tournament.

Anything else?

The return-to-office mandate seems to apply only to rank-and-file employees, as leadership and management remain conspicuously absent

We Put People First
It's the companies time to make employees feel valued for their efforts! Workers are foundational to corporate success, so it's important to make them feel empowered and valued.

We Power Potential
Unfortunately all the toilets exploded in the Englewood Office while scheduled repairs were being done, and let me say the smell was nefarious and permeated the entire office.

We Value Diversity
At the water cooler, the horrible smell was all people were discussing. This is much different than normal mutual agreement of how much time and energy is wasted sitting in traffic . With these new conversations about the smell of human waste, I have some new business solutions. Truly water cooler conversations are critical to business success, and I'm frankly surprised we even schedule meetings anymore when we all know without the water cooler, we could not succeed.

We Do the Right Thing
I can think of no better irony or metaphor to USBs RTO approach. Employees are forced drive to work, with skyrocketing gas prices, during dangerous protests, and in in climate weather - all to take remote meetings in a a noisy distracting environment, that smells like human waste.

We Value Diversity
But that's just the smell of collaboration! And an accurate reflection on how much the company values the contributions and work that actually builds the company.

We Stay a Step Ahead
Sure the bathroom maintenance could have been done the previous weekend or after business hours, but how could we smell our own success if we did it while people weren't there to enjoy it.

Any insights on discontinuation of AIP? Also, hearing that Director level and above will have some form of RTO mandate.

My whole team is remote. I was told that I need to go to the office 3 days/week starting April. Nobody knows where I'm supposed to be reporting... the chicago office has 50+ stories. There was zero guidance during my orientation.

RTO 3/4 days a week: some managers in Risk are not enforcing it, letting their good butt buddy cronies slide. Why bother commuting for nothing but Teams meetings, when the guy next to me is getting a pass?

Wells Fargo is no longer a meritocracy, its a cronyocracy.

A lot of quiet quitters and underperformers on this forum

Hi, I have a team member (UK), and she now has 2 periods in last 6 months where she been 1 day short on RTO and therefore she is red twice on the dashboard.

What will the consequences be for her. She just got a confirmation of standards previously for her last offence.

RTO just because I am forced to do so. Collaborate with no one - all my meetings are via Teams - Merit 1.5% and gas close to 4 bucks a gallon. Thanks Gail - your stupid policy is costing me money to work here.

Which of these does AT&T actually care about?

Silly question, we already know. Sure, fuel is expensive but people are even more expensive. Think about this, one mediocre L2 PM can cost the company upwards of $200k. That's 40,000 gallons of fuel necessary to keep our fiber team doing the only thing we can do to make money.

If the federal government were to issue an emergency order requiring companies to reduce road and air travel by 1/3rd in exchange for other tax incentives, you can bet you're behind AT&T would jump on board. Remember, Stankey's AT&T is all about the dividends. 100% RTO and relo are severance-free layoffs. Fewer employees = more free cash = better dividends.

States have spent billions on trying to keep drivers off the roads. Companies like AT&T could not care less. The environment is only an issue when it is trending. Just think, in the DFW metroplex, we have millions of cars on our roads every day. A 30 mile trip in your car produces upwards of 25 pounds of CO2 gas. So, 1,000,000 cars produce 25 Million lbs of CO2 gas, every 30 miles! Think AT&T gives a shot? Nope. There's no money in it. They are like little parrots saying "return to work, return to work, return to work"

So, we can complain or we can find other jobs. And, despite the loser narrative, there are jobs. Its just that working at AT&T is bad for business. We aren't exactly in the 'highly sought after' category. Fact is, AT&T loses a lot of smart people every day. Smart people find jobs. Most of us, however, stay because this is an easy ride for ridiculous $$$. We all know it, so let's be honest. Who here actually works a solid 20 hours a week? Do you really think AT&T doesn't know that they have created a company of slackers?

Fuel Cost, Pollution, or Lazy Employees working from home; which one do you think AT&T cares most about?

My personal PC and work comp are next to each other so while reading a post on here, I chose to look up the RTO policy as it stands right now.

"As we transition to the enterprise platform on May 1, 2026, individual and leader dashboards on Workday will be retired. However, the expectation remains the same: if you are designated as on onsite team member, you are expected to work a regular day from your Dell office five days a week. While attendance will not be actively shared at the individual or leader level, this expectation is non-negotiable."

This is CLEARLY part of MAVERIC considering it's "supposed" to roll out in May and it sounds like Workday is going away? If so, will we have visibility on whatever the new tool is?

Or does this mean that they are no longer going to track us... Which sadly I don't think is the case.

I feel like one of these things...

A: They (EXEC leadership) doesn't want us - or managers - to know how many days we have in office - so we can't "plan" any days off or get warnings from our managers to go in more often..

B: They make it seem as if they aren't tracking us - but they actually are

C: They decided that of those required to be onsite, the majority are obeying and now they no longer care to track, as they "whipped us into obedience."

Not at all. They've been looking for any excuse to cull the herd.

They're just je-king us around, aren't they? Maybe they'll tie it to a gas price threshold - check the pump each morning, find out if you're driving in. Next-gen attrition tactics!

This last round of layoffs were brutal across the company and the area I work in got hit hard. I have mixed feelings as I still have my job (mostly care about health insurance) but the workload has doubled. I am close to retirement so I don't care too much if I get laid off. If this gets any worse, I will leave in a year to 18 months.

Sadly, I have lost trust in our Senior Leadership

• They want us all to come into work but if you look, most of them all work from their homes that are not in the Dallas area. Somehow its OK for them.
• They have shifted so many jobs to Poland and India but all the Executive Leadership jobs are in the US.
• They rarely promote team members in the US except for their Executive team.
• They don't allow any travel for the rest of us but they travel for "connecting with people". They barely connect with anyone in the US. They live in their ELT ivory tower.
• There is 0 value for your loyalty.

If you thought COVID was bad, that's nothing compared to the energy lockdowns now being pushed. The International Energy Agency now wants "alternating license plat restrictions" (among other things), where you're not allowed to be on the roads on certain days.

They also want to reduce all road speed limits everywhere, so that traveling by road is increasingly suffocating and slow.

Back to WFH for all the complainers, another L for the bootlickers and “leadership” who stay steady losing.

If you want to spend more of your time chilling at home and spending time with your cats, why did you apply to TIAA in the first place?

The 3 days rule has in place for years..they only started to enforce it for real recently.

Another reason to add for employees to quit, on top of several toxic reasons that AT&T created for the employees is the increase in gas prices. This is a goldmine for AT&T execs who want employees out. You'd think they'd come to their senses, noooo, they are very happy that the increase happens, because it will expedite the quitting. AT&T is not interested in retaining employees and customers. They recently announced to increase the plan of those grandfathered accounts. They do not care. They are hoping that you are TOO LAZY to move out of AT&T plan, and even if 20% do leave AT&T, they still get money from those 80% that are paying more.

So expect more RTO enforcement, even if gas prices reach $12 in CA or $8 in the SE.

April 1! You ready for the Hunger Games? 4 days in office 8 hours a day. Those microwaves are going to be cranking all day long. Seats will be hard to come by and those Focus rooms will be filled to the brim with all the “look how important I am” workers.

The Keyboard and mouse at each station will be filled with germs and who knows what other funky bits. And those bathrooms, oh those bathrooms will ripe with unbelievable smells.

On the other hand, the collaboration that will take place will be incredibly helpful to furthering the foundation of Tech and Risk across all teams. For once WF got it right. Only way to make it better would be to have everyone come in 5 days a week. That’s just a pipe dream at this point, I guess. But a dreamer can dream

Those who are too lazy to be in the office for 3-4 days a week don't care about their job and their career

Denmark is encouraging people to stay home and use less gas. Hmm...

Novel idea. Be green.

RtO can GTH!

The last week or so, on the "site visits" in workday it said something about "ODW" and now it says "as we transtion to enterprise to the enterprise platform, site visit reporting will be retired." Uhhhh what?

IF i had to make a guess, it's something to do with maverick going live in May but I could be wrong... I'd love to think that this means they won't be tracking anymore but... I can't see that happening, unfortunately.

They are probably - for some reason - going to take the site visits visual away from us so we can't see how many days we've badged in, that way people can't "plan" ahead of time for days/weeks they want to not go in, or some bs like that.

I keep an excel spreadsheet with my days because the badge readers are sketchy and I make sure to stay for at least an hour or so, that way I have literal proof that I WAS in the office if push comes to shove... "it says you were only in 3 days last week, how come" pulls up VPN logs and shows that i was connected to a dell internal network 5 days. Luckily I have access to my own VPN logs :)

A simple splunk querey can and does pull up those who ACTUALLY CONNECTED to a Dell network, btw. I've done it myself.

But, wtf does this even mean lol? I don't think tracking is going away because I feel like there would be an official email stating that?

LOL..

RTO ages like fine wine.

https://www.yahoo.com/news/articles/people-urged-home-global-oil-091037252.html

Curious if others have seen low RTO compliance percentages explicitly referenced in their performance reviews and whether it impacted ratings. It feels like RTO adherence should be managed separately and not evaluated alongside tangible performance output.

Word is that anyone who is non-compliant with this quarter's RTO workstyle insights will be layed off. Only recourse is an ex-com stay. Time to start badging in or get your sad story ready and hope for the best.

Increase the in-office mandate right when gas prices are pushing people's budgets to the limit. Nothing says "we value our employees" like forcing them to choose between a paycheck and a tank of gas.

Friday tomorrow, you know what that means, focus room reserved. I’ll be there at 6am with my yeti cup full 3/4 Jack Daniels 1/4 Joe. I’ll spend the morning researching March madness picks and calling my bookie, from the privacy of my office of course. I’ll go for my 30 minute morning dump and then a walk to see some friendlies around 9. Obviously share the sauce. Around 11 I head out for a liquid lunch at a nearby watering hole then take a little siesta in the truck. When I wake up I head back inside to jiggle my mouse and watch March madness games. It’s 2pm before you know it and I’ve hit my 8 hours, weekend is here. Time to close up and head to the bar for a couple more drinks and a basket of wings while I cash my bets. RTO ain’t so bad, there’s really no pressure to do anything besides show up and check the box. Life is good.

Is WIM still 3/2? Any talk about going 4/1?

RTO for what reason ? Do these id--ts understand no work after a layoff ?

I think a lot of people feel constrained right now, and morale has taken a hit. That’s likely a big reason participation on this site is declining.

But make no mistake there has been a clear drop in participation here, and it’s hard to ignore the timing alongside Dell’s RTO push. Dell has the handcuffs on a little tighter than usual.

2.5 to 3 hours commuting daily, gas through the roof, plus all the other office expenses. I feel like an id--t for doing this. If RTO actually made sense, maybe I'd feel less bitter. But it's pointless. Counter-productive even. All the corporate spin has been hollow. Showing up feels like getting played.

does anyone know if people have been let go for not coming in the office

There is no way RTO is being enforced equally. The only people who are being forced to come in are the people on the phones. I walk the floors

I heard from my manager they are in the process of setting up IP tracking to determine how many hours a week you are in the office - presumably with end goal to have dashboard like 11 RTO days but now including how many hours your IP showed you in office.

Anyone have further details on IP or any other in office tracking being implemented?

I'm hoping this goes the same way as their development of badge in/badge out tracking which they were too incompetent to implement successfully, which is why we only have the badge in system now.

Current Understanding on Tracking
FTE - Badge swipe ins per month / 11
Contractors - Sapience Micromanagement Software