Have been hearing more and more that the move to 4/1 is imminent - anyone have insight? The 3/2 always felt too good to be true but also don’t understand why the change now?
67 replies (most recent on top)
@dpzn is making the critical assumption that you won’t find it better somewhere else.
I fail to see how that is possible with how much Nike has come to rely on cheap offshore labor.
Most jobs won’t rely on me waking up every day at 5am to call Mumbai, followed by cheap BA’s fresh out of college scheduling meetings until 6pm.
Man. HR sure is sweating in this thread. Lol.
The writing has been on the wall since HR let all those ghost contractors slip by. Even after he pulled that same move on his previous company!
“Baby. You’re going to regret leaving me. Promise. I know I’m always putting my needs first, but everyone does that! I’m the best you’ll ever get.”
“No one ever quits their job. It’s too much work! Don’t we all just work for the same company our entire career? What do you mean that stopped happening in the 80s?”
I’ve been interview prepping for a month now. I’ve spent the previous year lowering my expenses, even had to move apartments. I don’t need your 6 figure salary, I could make do with Uber or McDonalds… or unemployment while globe trotting for 6 months. Lol
So go ahead and pull the trigger. It’s not going to be my problem. My only regret is not taking the layoff package back when you cared about your reputation.
@cofq the attrition rate will be what it always is. Saying I’m going to quit and actually doing it aren’t the same thing. One is extremely easy to do. The other isn’t.
A poster below said that 70% or 80% of people who quit jobs in the last two years regretted it. I looked up that Forbes article and that poster was incorrect. The number was actually 90%!
Quitting a job in anger because you don’t like a policy, like having to return to the office, is fine if you know you’re definitely going to end up in a better working situation than what you left. Everyone thinks that will happen. Otherwise they wouldn’t have quit. But in reality it more often than not doesn’t happen. 90% of the time according to the link below.
Most people understand this reality even if it frustrates them that they understand it. Don’t shoot the messenger:
https://www.forbes.com/sites/williamvanderbloemen/2023/03/16/regretting-your-resignation-heres-a-path-forward/amp/
I would guess Monday since that’s when the all hands is scheduled.
You’re all going at it, and I just want to know when this announcement is supposedly coming out and at what the attrition rate will be.
@cfck wrote
“Some of the posts here alleging that returning to the office hurts women most are…insulting to women.
By making such baseless claims you’re essentially saying “Women are just as capable as men in every way. Er, except if we have to go into the office. We are less capable of performing that task and it hurts us more than men because…reasons.”
Women ARE as capable as men. The problem is that we’re not treated the same as men. HELLO MCFLY! :/
talk about privilege..or is is stupidity....you can't even bear the thought that a women of color does not see herself as an oppressed victim like you do.....so sad
@cfck+1oWxgZH0 - a post expected from white privilege, someone who is missing their glory days and glory holes
Some of the posts here alleging that returning to the office hurts women most are…insulting to women.
By making such baseless claims you’re essentially saying “Women are just as capable as men in every way. Er, except if we have to go into the office. We are less capable of performing that task and it hurts us more than men because…reasons.”
You want to be seen and treated as 100% equal to your male counterparts. Yet out of the other side of your mouth you also want to claim you’re harmed by being subjected to the exact same come-to-the-office standards as your male counterparts. Basically you want to have it both ways. Sorry. You can’t have it both ways.
And someone also had the gall to say that coming into the office disproportionately hurts LGBQT+ people and POC?? Good grief. Some of you are the reason that people like me can’t take DE&I seriously.
@bmgz+1oWxgZH0 I do this already....
We all should remove slack, email from our device and not available after hours.
There is a single individual posting the majority of women’s bigoted stereotypes that ALL women are weak, baby machines, child care workers and can't compete in the office with men.
There is a single individual posting the majority of women’s rights rhetoric in regards to RTO and they are going out of their way to up/down vote in favor of their comments.
If they want to increase productivity without going to 4 day office...they should make Tuesday & Thursday the WFH days. Monday is a great day for planning meetings and Friday is a great day for brainstorming meetings...having Mon,Fri WFH just feels like everyone wants an extended weekend instead of the benefits of not commuting 2x a week. IMH.
They will never be able to justify this backwards decision. At the very least it’s a pay cut.
A flexible work model benefits Nike as well as its employees. You take away flexibility on one side and you’ll lose it on the other as well.
This discussion is getting off track. If you don’t believe that RTO pushes women out of the workforce then fine, bury your head in the sand.
At the very least, every employee at Nike should be concerned that they are taking a benefit away. They are treating us like untrustworthy children just because an old billionaire is mad that his stock price is down.
Can somebody explain how RTO would disproportionately impact single, no children women?
@aelm+1oWxgZH0 Regardless, let’s not set up the conditions to go back to the TE days.
Nike hasn’t been a boys club in a long time. Some of the highest ranking, most toxic individuals are female and probably foaming at the mouth to get back into the office to micromanage and “slay”.
Here’s what it boils down to, for me at least.
Nike is going to mandate RTO. It looks like a soft, cheap, underhanded layoff. RTO office mandates disproportionately harm female workers.
Without a hybrid flexible work model in place, females either leave or depend on the whims of managers to allow for flexibility. If given flexibility outside of a RTO policy, that will drive gender based hostility among colleagues. Flexibility given outside of a policy can be taken back, used as leverage, and used to deny opportunities and promotions. This erases DEI gains and takes us all the way back to the darkest of the trading favors in the gym because that’s what’s expected in the boys club days.
Is that really what Nike wants to do here?
This is the kind of ignorance and lack of logical reasoning that feeds into this decision. When the decision makers do not have the capacity to understand the workers for whom they make decisions, you end up with this s-xist response.
Stop reading the CEO surveys about what white men in that role want and start reading the surveys and research about how RTO mandates harm female workers.
If RTO disproportionately affects women...that must also mean women that WFH are less productive than men...since women seem to be doing something else besides working during the day that RTO would impact.
@8sty+1oWxgZH0: are you kidding me right now? Typical comment from a white man who gets his “news” from his immediate and privileged view. What really shines through is your own over-confidence for having your finger on the pulse of Portland-area fathers. The hubris is strong in 8sty.
Meanwhile, women are disproportionately affected whether you “see” this or not.
Some of these “bureau of labor statistics says” and “CEOs wanna do this, so…” and “you have no options so leaders don’t care what works for you” and “I refuse to accept that RTO mandates disproportionately impact women” seem like HR and comms testing their talking points. None of these talking points answer the ultimate question.
Why must Nike remove flexibility and all the benefits it offers to employees as well as to Nike? There’s no justification. The stale “better together” doesn’t cut it in a global highly matrixed corporate environment. If you mandate RTO it’s got to be everyone. Better together except remote roles. Better together except a few “friends of Trev” types. Better together but no travel budget.
Insist that work must take place in a specific physical location and employees will hold you to that. Do not expect flexibility from employees after you taken it from them.
Why you advise HR or the ELT on this, be sure to mention the current lawsuit. I’m sure pay discrimination and a hostile workplace with rampant discrimination against women was also viewed as a boogeyman.
That you deny something doesn’t mean it’s not happening. This isn’t storytelling. It’s peoples lives. You can’t BS your way around it.
To order RTO when it’s KNOWN to disproportionately impact women tells you everything you need to know about what Nike really thinks of women and DEI in general. It’s all fine and good until the rich old white men want to do something. Because they said so.
RTO does not disproportionately impact Women this is some boogyman prediction. Fathers that live in the Portland area are mostly caring and share responsibilities of the children equally with their partners. This idea that all family's today are filled with subservient wives is stupidity.
Just the other weekend having brunch in Multnomah Village every young family I saw the father was taking care of the child.
Does Nike hate women in the workplace? First harassment, then pay discrepancy and now RTO which will disproportionately impact Women. When does some of the loud voices inside and outside (athletes, business people, politicians), the company will bring their platform to support us?
The official announcement is planned for next week. This week was the soft launch via the gossip mill.
Flexible work models are better for everyone. People have more time for their families, hobbies, and rest. Instead of sitting in traffic for hours a day, we can exercise or pick up our kids from school.
Nike is going to lose some of its best people (and yes, probably mostly women who are the most impacted by forced RTO). Obviously JD and PK do not care.
They drone on and on about innovation. But it is not innovative to go back to something just because we used to do it.
@ 7xpx+1oWxgZH0 they won’t announce until after the AES is complete
Nike’s a big place. Some departments are run well. Some departments are given enough budget to have holiday booze carts. Some departments are hellscapes with 150% turnover, for good reason.
I know which departments & managers are fighting WFH & the leverage it cost them.
I'm with Nike since about 10 years, and have been working in various countries and locations (incl. US/WHQ). Never has any manager told me to be in the office from Monday to Friday, 9 to 5, no matter what. There has always been a great amount of flexibility and openness to work around any issue (personal or professional) that would come up, and that's the same approach that I have used with teams that I manage directly. If you have a problem or challenge, that keeps you from coming into the office at a certain time, or on a certain day – just tell your manager/team, and it will work out. If you need to stay at home to do heads-down-work … tell your team how to reach you, and just do it. If you want to go home earlier, because you've put in extra time the day before or want a day off, because you've worked through a weekend – do it. And if it's not possible to talk about these kind of situations with your manager or your team, then that's the actual problem, not the RTO approach the company is taking. And I suggest you address that directly, heads-on, proactively, instead of whining about company policies.
Reading some of the comments here, really sometimes makes me wonder if we work for the same company.
Ok, but when are they actually going to announce this?
Nonsense. You’ve forgotten that when using some random number that context matters. Inflation. Rising energy costs. That’s your productivity input.
This is a backwards anti-women, anti-LGBTQ+, anti-minority move that pi---s on any DEI gains. Especially for women.
Flexibility works. To trash it because you are an old white male billionaire who fondly remembers the hum of the fax machine is absurd.
@4iso, you’re correct about productivity. According to the Bureau of Labor Statistics, between 2022 and early 2023 corporate productivity decreased by 1.6%. That marks 5 straight quarters of declining productivity…something that hasn’t happened since 1948.
THAT is why everyone will be returning to the office more frequently. Just like you said, while everyone claims they are more productive working from home, overall corporate stats show that that supposed WFH productivity isn’t being seen or felt by corporations overall.
As for everyone complaining “iTz nOT FarE 4 WymeN!”, what in the heck did you do before the pandemic?? Y’all acting like having to go into an office everyday is some kind of new fangled concept rather than “the norm”.
The pandemic WFH scheme was a temporary thing mandated by, well, a pandemic. That pandemic is now over. Back to work. In the office. Just as it was for many decades before the pandemic.
@6gjv+1oWxgZH0
Can you expand on this?
In what way is RTO biased towards men?
Well that sure is one way to scream from the rooftops that Nike really doesn’t care about its female workers. That it is taking away flexibility knowing that it will disproportionately push women out of the workforce. Disgusting.
We will be going to a 4 day working week.
Starting January 24.
These next 2.5 months are a transitional time before the mandated change.
"According to their data, 64% of CEOs of large companies plan to get back to pre-pandemic office routines within the next three years and that 87% of large company CEOs are willing to use monetary rewards and promotional opportunities for in-office attendance to achieve said goals."- KPMG report released its latest 2023 CEO Outlook, a survey conducted with over 1,325 CEOs of companies of over $500 million.
Can and should are not the same.
Can you treat your employees like garbage?
Should you treat your employees like garbage?
Those are different questions.
Can’t wait to see if this is enforced for the VPs that moved to LA and Bend