We were just informed this morning that because TPS as a whole isn’t making the 60% we are directed to come in 65-70% the rest of the year to make up for it. So because a few people aren’t making their numbers that want the entire org to show up. Literally punishing people who are doing the right thing to make the numbers look better. What the ever loving fu-k
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@gn yes - I sent you a meeting invite for 8am tomorrow, please make sure to log in as soon as possible. I have a "Status Update" to share with you.
@g0 Any warning steps? At your big age, you need a formal warning after more than two years of warnings?
@gn You should start job hunting.
I am at 35 percent YTD, but over 70 percent the last 3 months. Will I be laid off for RTO failure or is the last 3 months enough to save my job?.
@g0 I mean it's only a matter of time before someone up your chain will start asking questions. I guess in theory it could happen where someone in your team is making 70% or 80% and you're never gets hidden with the averages as it bubbles up.
But one of these days someone up your ladder is going to start drilling down or start cascading down questions and you will have a target on your back.
3 years is a long time to play with fire.
@c9 as someone who is shown on workday as at 42%, curious if you can share if there were any warning steps involved ?
I am three years way from a very comfy retirement and would rather not get fired. At the same time, this is definitely my last job regardless what happens. I just want to consider if getting to 50% will help me avoid the inevitable or at least delay it! .
But I really don't think I have more than 50% in me. If I really get fired at 42% so be it.. just will have to not indulge in that retirement Porsche (I've always liked my Subaru anyway!)
@es You cannot genuinely be surprised that employees have been fired for failing to comply to the direction that the MC has repeatedly said people would be fired for not complying with. It doesn't matter what label they slap on it, policy or otherwise, the rules were made clear. RTO blows, but we don't get to set the rules.
@ex India happens. That's the point.
@eh Unfortunately that wasn't the case for everyone who had the capability. Those privileges were (and in many cases still are) applied unfairly.
I don't support RTO, this is just context.
@es you are kidding right? Severance is only for when the job position is eliminated. No, there was no severance. They were fired. You don't get severance if you're fired. You get severance if the position is laid off even if you were a good employee.
If you quit, retire, or get fired, no severance.
If you lose your job because the position itself is eliminated, yes severance. (In most cases, unless they offer you a different job internally or offering you a job transfer to a third-party contractor on shore).
Curius if they keep firing people below 30% and eventually remote workers that can’t move to a hub. What happens then?
@c9 did he at least get his severance? I find that hard to believe they would actually fire someone for that, considering there is still no actual RTO policy from Elshito and HR (yes I asked for it) only “guidelines”. This bank lives in fear of lawsuits so hopefully he dropped the “L word” on his way out and they paid up.
at this point can we just go back to pre covid times? i could stroll in the office around 9 and leave at 4. could work from home some days if needed and no one would bat an eye. the resources put into RTO data checking is crazy and its all a gray area. Most other banks are days per week in office. only we are doing this percentage thing.
@OP they’re drunk over rto it’s really quite pathetic and weird.
@c9 you did the right thing. If someone wants to risk their career with 30% when it was clearly stated 60% or more then that's on them and not you. You are a manager not a baby sitter.
I know of one person who got fired for not meeting office expectations. It wasn't 59%, it was a really low number below 30% consistently. Source: I was the one who had to do the firing. Not giving out more info other than that.
I don't like it but if I didn't do it, I would be help accountable.
Take your sick time and help them get to their 65%
@OP This MC has made some truly insane decisions, but even so, the likelihood of this seems questionable.
I know the business line leaders have a total percentage to report up the chain, so motivation to cover their as--s is probably high, but a last minute push to inflate that percentage by punishing those who are meeting expectations is easy to identify by anyone looking at how that percentage was calculated.
If those who aren't meeting the expectations aren't being disciplined, it makes their ongoing threats completely meaningless and the leaders who have failed to provide appropriate discipline to those in their chain of command deserve to be disciplined by their own leaders.
Is anything around here fair? Never. But this is especially ridiculous if it is true.
@ak technically the performance review system is open to changes all the way until the end of december. Or whenever the cutoff date is from hr. So they can give you a temporary meets expectations for RTO in October and November but then change it to needs Improvement in December when the results come out for November office visits.
Yes managers are supposed to have things figured out and decided, penciled in so to speak, but they will gladly lower a rating of someone if numbers come back bad in workday for november.
If HR was actually smart they would have clearly stated to managers that the office expectation is from November 1 last year to October 31st this year. To make it very clear but you can't expect HR to make things clear.
Isn’t the annual review completed before November number hits? I thought most managers have review ratings done by End of November.
When I had my review last year, only RTO numbers up to October was mentioned. No mention of of November, even though my review was middle of December. Seems like all my work up to October was only mentioned
@ah yes they will. December numbers come out in January. So we only have 2 more months of numbers that feed into our reviews this year.
I would assume that our review ratings will be locked in before the November and December RTO numbers come out.
@a9 the beatings will continue until you leave, then we have our immigrant CEO destroy an American job and create an Indian job.
After everything this country gave her (worker visa, then green card, then citizenship) this is how she repays America. Destroying American jobs.
This is a threat to the nation. India corporate takeover, current corporate leaders, Indian hiring managers hiring only Indians, and Wall Street are the real threat to American way of life. She's not the only one but she is one of them.
Seriously? Is this real or fake?
Why would you get punished for others work? If you are at 60 percent, what in a sane world are you now required to come in at 70 percent because the guy next to you come in at 20 percent?…this can’t be real, sounds fake. No leaders would be this stupid
@a7
Those of us who are at 60% are expected to come in extra to hit 65-79% thus the anger.
We’ve asked what happens if we don’t since the yearly goal is still 60%. I doubt we’ll get an answer.
This is Dilbert levels of satire. Wouldn't have believed it possible as recently as two years ago.
"Ummm... yeah. Need to talk to you about your TPS reports... and your RTO numbers" -Bill Lumbergh
@a1 it's far worse than that.
Here at usbank, the McKinsey way, The Gunjan Mantra, it's just:
"The beatings will continue."
If your over 60% don’t come in extra not your problem
Beatings will continue until morale improves