#rto

$T down nearly 10% after Stankey doubles down on RTO. Wall Street’s not buying the “culture” fairy tale either. You can’t rebuild trust by draining morale and calling it collaboration. That 8/1 email did irreparable damage. Put a nice hole in his golden parachute too. PROOF RTO DOES NOT WORK!

the RTO is so successful that they have already had to resort to bribery.

This week there are raffles for iPad, iPods, Grills/Air Fryers etc, what an absolute cluster

Hearing it's going to be big org changes. Also, all you publicly complaining about RTO and trying to protest coming into the office, you will get the response of finding out who is in charge.

Ah the results of RTO are upon us!

Look at all that productivity!

That’s a 20 Billion dollar loss. Way to go Stankey and BOD!

Get reports that are business critical? I mean there are so many things that are backwards but we’re focusing on keystrokes and badge swipes? Priorities seem a little backwards. If employees can’t deliver get rid of them for cause. If employees deliver and they aren’t in the office a certain number of hours what’s the difference?

Leadership's pursuit of personal short-term gains fosters a culture of self-interest that undermines the organization's long-term success. This mindset spreads downward, encouraging employees at all levels to adopt similar behaviors, such as avoiding risks or long-term projects that don't yield immediate benefits.

Dell is the epitome of managerial hypocrisy and short-termism, lauding remote work's efficiency and sociability, only to pivot to hybrid work with false promises of promotions, then enforce full-time office attendance, all while surreptitiously laying off a large percentage of the workforce and overburdening others to evade severance costs, prioritizing savings and control over employee trust and well-being.

If this is documented in Teamworks or somewhere else, let me know, but does 4 hours of PTO still count as a day in the office? And if we take 4 hours on two separate days during the week, does that count as two days in the office?

Have any other UGH/Optum employees taken a look at the manager center return to office documentation they've provided on Sharepoint? It's an absolute joke.

There, you'll find such gems as how to maximize your RTO with "group flow, the state where teams work in sync with shared purpose and energy." As if this neo-hippy BS concept weren't silly enough all on its own, half the document where this is found (amidst the other documentation that is supposed to soften RTO, mind you) is spent talking about how to best achieve this mythical state while working remote. They seriously spend half of a RTO document talking about best practices for when you're working remote. Just one more sign that this RTO thing is misguided and half-hearted. Makes me think the people who say they are simply trying to force resignations are on to something.

Another document, designed to help address resistance to RTO, contains features such as a super Orwellian discussion of "understanding the resistance" complete with a creepy rating system that has these awful color codes and faces that are all frowny-sinister on one end and stupid-silly happy on the other. Each face corresponds to a type of employee and tips are given on addressing them. There's even direction on how to "build support for change" by "exposing employees in the neutral category to those in the active supporter category" in order to sway them. SMDH...

This is going to go over like a led balloon. I've already had a couple of contacts from companies because people I work with have used me as a reference in their job search.

I am frustrated regarding the company's return-to-office policy with a disparity in its application. Employees are required to be in the office at least four days a week, with consequences for non-compliance, while some Directors are permitted to work from home. I know three Directors who work remotely, one of whom was recently hired back to Ford, with the other two working in Chicago and California. The upper management should lead by example and adhere to the same policies, advocating equal treatment and respect for all employees.

Do you really think hacking a few screens is going to make a difference when it comes to RTO? The decision has been made. The only way to avoid it is to quit, which is most likely exactly what they’re hoping will happen. That’s it. This kind of performative rebellion is useless.

I was thinking about this recently, about how many people said they would walk away if RTO was implemented, but I don’t know a single person who actually did. Goes to show why companies get away with the things they do. Most people are strong on words, but never on action.

I’ve seen some locations go all-in and others where people are basically ignoring it and getting away with it (for now). Lots of grey areas. Any hot-takes? Anybody know of anyone who’s been fired for not complying?

Nobody can seriously believe that. The vast majority of employees, whether in the office or remote, have worked hard and responsibly, and that’s easy to prove. RTO was introduced for real estate utilization, control, and, most of all, as an attrition tactic. There are already studies showing it was designed to make people quit, a free way to reduce headcount. Even some managers and leaders have admitted as much during research. So don’t blame your coworkers, blame the ones making these decisions for the wrong reasons.

Not close. It's a smart idea. AI can automate repetitive, manual tasks like data entry, scheduling with speed and consistency. This reduces a company's labor costs. Senior workers can increase their own productivity and focus on higher-value activities. AI can also train the "would be" junior employees into becoming more senior employees.

Actual d-mbest things: how about replacing remote work arrangements with RTO5? And RTT? And RTH? And then complaining that launches are too slow? And violating the rights of disabled employees? Shame!

It’s here just to push out as many people as possible on the cheap. If I’m wrong, convince me otherwise. Give me one example of RTO actually improving collaboration, efficiency, morale, productivity, anything, really. All I’ve gained is more time wasted commuting and higher expenses. I balance out the idiocy of RTO by making sure I’m not available after hours. None of it makes sense unless you see it for what it is - a way to make people quit.

If we survive the layoffs end of October has anyone heard any intel as to where they will put us all in existing LA or NY offices?

They keep repeating that they want face to face does that mean they want to people assigned to a field office to go there or be in Houston but still work with that field?

My understanding of the RTO is that there is a signup to reserve an office/cubicle and it's based on availability. The cubicle can be reserved for up to 30 days. Obviously this is not a long term situation and would create quite a bit of work for staff who handle moving and modifying office furniture. As a FTT I was given guidelines on how to set up my desk to avoid repetitive stress injury. Are these rules going to be followed when you show up at your desk that's at a height for a person of 6 foot tall when you are only 5 foot tall? How will they handle the workers comp claims when people start complaining of back pain from working at a desk that doesn't accommodate them?
Personally if I saw that my assigned desk was not lowered to the proper height and a keyboard tray supplied; I would take a photo and turn around and go back home to work. Provide the photo evidence to your manager and if there is no recourse, contact your state's labor dept.
Another course of action is to tough it out, go the chiropractor with your injury and file a worker's comp claim. When they deny it: sue.
I'm not sure if Optum/UHG is self-insured but I know the workers comp underwriters don't like their customers filing claims too often and let their customers know it.

Honestly I don’t understand why everyone is being punished for people who are abusing the system.

The constant sprinkling of RTO letters and little groups of layoffs paired with zero information is exhausting.

They should just do it and get it over with. All this game playing just motivates workers to stay out of fear of the job market or out of spite to get all the money they’re owed.

What’s the real difference between us giving a company notice and them giving us notice? We choose to work there, and either side decides how long it lasts. When you look at it that way, and realize nothing’s really owed beyond that choice, the frustration and anger kind of lose their grip. Just trying to help!

I know it’s not great to be let go or be told to be in office for X hours, but at the end of the day they are paying you for your time! Not the other way around!

Curious if anyone has ever heard a higher ups candid opinion on this. Surely they're not in meeting rooms pretending it's actually necessary and don't notice how upset it makes people. Or are they really all some kind of NPCs just going with the larp to cover their own assets

Those of you saying it is awful and filthy please snap pictures of it there are a lot of us documenting what the company is doing, their failed business practices, wanting to offshore American healthcare needs overseas to a country that is known to hack and scam people, and generally just expose what they have been doing all around. Not going to expose member data or anything that would bring harm to any one person at the top, but just bring to light how overall sh---y they are as a company. There are about 15 whistle blowers so far just waiting to post, so Filthy pictures on top of it will just add more proof this company is trash and only cares about what lines the shareholders and executives pockets. Not to mention half the staff can’t even afford the healthcare they offer.

Asset cap lifted so they want attrition at all costs. Spoke to someone in the know today and they said they will document how many hours you are in the office and if less than 8 then will hurt your performance reviews. Eventually when it’s time to clip people, those with review issues are gonzo. Oh how I miss Stumpf.

Something I learned recently is that a big reason banks want people back in the office has less to do with culture and more to do with money. Cities and states give companies tax breaks or abatements if they keep a certain number of jobs physically located in offices. If too many people are remote , the company risks losing those incentives, facing higher taxes in multiple places, or even having an abatement revoked if they don’t meet the headcount requirement.

I’m not saying I agree with it. I’m just the messenger here.

Local governments also want people in offices because it fuels the economy—restaurants, transit, parking, all of it. When offices are empty, that revenue drops, and the city is less willing to hand out big tax breaks.

So a lot of the return-to-office push is really tied to protecting tax agreements and the economic impact that comes from offices being filled.

They need to show their hourly tracking records if they're going to demand 8 hours in the office, otherwise how are people to know where they stand. Like how are people going to take 3 hours of calls in the morning in the office with India, some of those are like 6am when people are typically dead asleep. I guess we need to demand the meetings start at 9am for our time zone. I hope they enjoy staying around crazy late for that. Does the board approve of this? Do they know there's a real risk of seriously stressed out people making big fat finger errors making these demands. Also keep in mind most locations have people with no co workers at that location. This is in large part because WF is so undesirable as a employer that they have to look around the whole country to put a team together for X cost. Our leadership seems so out of touch with the line and staff employees,

Right... PTO is for taking time off. BUT BUT.... when you start measuring 15 minute increments to adhere to the new rules....sounds like clocking in to me! Give me a break people - those of you who have not yet experienced the wrath of the RTO.... yep you just wait. Sounds like Chicken Little syndrome.

OK then. Call later when you are dinged at review time for stupid infractions that are measured by.....UH HUH....the key card.

"Gosh Blake....you didn't meet your in-office requirements on 10/30/25. Its in Workday. As your manager, I'm REQUIRED to drop your rating. Before you did everything we expected and I had you as a MEETS. But by HR requirements I have to drop you to a "INCONSISTENT MEETS". I'm sorry Blake, I like you, I really do. But I have no choice in this matter."

"But Sir, Sir! I've done everything! Even when my first born was coming out, I was working an issue for the bank!"

"Blake, it doesn't matter. I'm sorry. There is nothing I can do. You should have clocked in earlier or came in for another day for a longer period."

"In fact, we are on a bell curve. This means I have to rate everyone, and you, because you missed 15 minutes on a 3 day period, you are now summarily dismissed".

"But Sir!! I've done everything you've asked! I stayed late! I didn't bottle feed my kid because you needed me! My wife (bless her soul) had to stand in!

"Isn't my sacrifice worth anything? Anything at all?"

"No Blake, I have no choice in this matter, I'm sorry. Pack your stuff, you are done"

Fade to black....yep. That's it folks.

IMHO

OK. what I heard is that badging in and out will tell the tale. So is the IP info that your PC is sending (via their spy apps) will also confirm in vs. out. You folks - your time online is monitored. Keystrokes, activity, location of PC, etc. All are subject to reporting IMHO. In this case, they KNOW how much time you are in the office. Its down to things like, "oh but wait, I have to pick up my kids, its snowing!" or "um, my mom just had a heart attack, I need to be by her side", or frankly "your rules su-k, I'm not conforming!". Yep, they don't care. Really. 8 hours a day, monitored, and that is 3 days per week in IT. If you can't do it, you have to file an employee check-in with Workday. yes. its true. Sound like a punch card and time clock?? That's for hourly employees, right? But But But....uh huh. You professionals? Better clock in. NOW.

Have a q: have some people been let go for not being in the office frequently enough (getting enough badge swipes per week)...

It was asked if Imperial would consider work from home arrangements for those who are not able to relocate. The answer was a resounding NO - as the Company values collaboration which is most effectively achieved through face-to-face interaction. What a LOAD of crock!! Collaboration can be achieved in many diverse forms, Imperial just wants to micromanage because they don’t trust their employees! Everyone knows they allow that set-up on select people (the “favorites”)

It’s here to make you leave. And the conditions will only get tougher and harder to meet over time. It’s not that leadership doesn’t care about the difficulties RTO creates, they’re actively trying to make people fed up enough to quit, or set them up so they can fire them with an excuse. It’s that simple. The best move is to look for other opportunities, do the bare minimum here, and force them to lay you off with severance. I don’t see any other option.

One had a picture of JF. All screens on DDL are off. Drop deets of you have em

I was hired as a fully remote employee, which makes sense since none of my colleagues live near me. After 1 year as a remote employee my manager informed me that I may need to begin coming into the office as a hybrid employee, but for what reason? Regardless, all of my meetings will be remote, so how does it matter where I work from?

Also, the company has not given any clarification on when the hybrid mode will begin, how many days will be required, and where I will be located?

As of now, I plan to ignore this requirement, as it seems entirely superflous, a waste of my time, and a waste of gas.

I have been having trouble sleeping and waking up at 3am every morning in with severe anxiety. Is anyone else struggling with this work order?

I’m not sure if it’s the imminent disruption to my daily life, having to find and pay for before/after school childcare and someone to let my elderly dogs outside daily, having to buy a 2nd car so my husband can also get to his office, spending a bunch of money (that nobody has) on a work wardrobe, having to sit at the office alone all day with no team or if it’s just the blatant disregard this company has for their employees. How can this be legal? How can shareholder support a company that operates like this?

I feel like with the pressure and struggles that everyone is feeling in today’s political and financial climate, companies like this are losing the respect and support of the people. The pressure cooker is on high and the lid is rumbling.

New research suggests many companies have used return-to-office (RTO) mandates as a tool to reduce headcount. A BambooHR survey of over 1,500 U.S. managers found that one-quarter of C-suite executives admitted they hoped RTO policies would prompt voluntary resignations. One in five HR professionals acknowledged that their in-office requirements were specifically designed to make staff quit.

Nearly 40 percent of managers surveyed said their organizations eventually turned to layoffs because not enough workers left after RTO mandates were introduced. The report concludes that "RTO mandates are layoffs in disguise," echoing a sentiment long suspected by employees.

The backlash to rigid office policies has been well-documented. Amazon faced one of the largest employee protests, with about 30,000 workers signing a petition and more than 1,800 pledging to walk out in opposition to its RTO requirement. Many staffers described updating their résumés and job hunting immediately after the mandate.

Data shows that 99 percent of companies with RTO mandates have seen lower employee engagement, nearly half have experienced higher-than-expected attrition, and 29 percent are struggling to recruit. BambooHR’s research further found that about one-third of employees would consider quitting if forced back to the office, even if fewer ultimately follow through.

The findings highlight a growing divide between leadership strategies and employee expectations, raising questions about the long-term costs of rigid return-to-office enforcement.

https://fortune.com/2025/09/30/bosses-admit-return-to-office-mandates-meant-to-make-staff-quit/

Our whole team is rto. Will the dress code be what it was when we were in the office pre covid? Many comments on here about the lack of janitors. How bad is it in the Minnetonka location? Are the restaurants still open?

If they were to do layoffs would they be more likely to do them when we were actually physically present in the office?

It has been said time and time again that Return to Office is not mandated. Yet leadership has mentioned that there will be people walking around auditing who is present. Has Cisco gone full on micro managing?

Can we please go one day without a WFH/RTO post on this site.