Couldn’t be more proud of my coworkers who gave honest opinions on the employee satisfaction survey.
You clearly hit a nerve and triggered a historic response. He fell for it and went viral.
Next step.
We no longer participate in your surveys.
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Hopefully, you will be swept up (like the litter that you are) in the first wave.
I am pleased to RTO. I am sorry it did not get enough to resign like everyone else. More layoffs to come.
"Couldn’t be more proud of my coworkers who gave honest opinions on the employee satisfaction survey."
Yes. His sycophants. Anyone wh gave real feedback? Not so much.
"Couldn’t be more proud of my coworkers who gave honest opinions on the employee satisfaction survey."
So happy for the honest opinions that he completely discounts and ridicules them.
@bz yes! I was hoping someone would catch that :)
“ It's the only real message we can send at this point...the only way to win there is not to play.”
Well stated “WOPR”. 😉
It's the only real message we can send at this point...the only way to win there is not to play.
From a practical standpoint:
Collaboration: True collaboration gains from RTO require thoughtful design — team scheduling, space planning, and purpose-driven in-office time. Many RTO rollouts don’t invest in that.
Performance & Efficiency: Studies show hybrid/remote setups can match or exceed office performance for many roles. Blanket RTO rules ignore role-specific realities.
Hidden Goal: When companies already know a segment of the workforce can’t or won’t relocate/commute long-term, enforcing RTO naturally triggers voluntary resignations — which is cheaper than layoffs.
That said, leadership rarely admits that as the primary motive. Instead, they frame it as culture, cohesion, or mentorship — because openly saying “this is to shrink headcount” would invite backlash and legal scrutiny.