When has WF competently implemented ANY initiative? Pretty much every project I’ve worked on here has been a disaster. Half the project teams don’t even know what they are doing and how can you blame them when leadership is a mess. And the way that this RTO policy has been carried out already shows the incompetence of leadership. This is supposedly a company wide policy but every org is doing it differently so is it really company wide? That’s why there are so many rumors around it because it’s supposed to be 3 days a week company wide yet people see that’s not what’s happening in my many areas so what really is the policy….
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That's when the game of chicken starts. I kind of thought they tried to enforce it when it first started, but guess not. So now they are in the phase of seeing who they can force into it, and what they can do to make it happen. If they say come in, or be fired, and only one person doesn't come in, then that's easy enough to fire the person. If 40 people out of 50 don't come in, then that will be more of a problem for them. If they say come in, or you don't get a bonus, and all 50 stay home, that's a problem too.
OK. So say they dictate "Everyone BACK into the Office!" in January.
How long will it take to start firing people who simply do not comply, but whom otherwise do their work the same as they've been doing it for years (ie, from home).
Do they say, "You're Fired!" right then and there, or do they have to go through warnings, PIP's, and some lengthy process.....?
Oh. So you want to rate me “inconsistently meets” then make me return to the office to slave over work my manager could not perform if my team all quit. You want to reward me with a 401K match once a year (if I Don quit or get canned first) and it’s clear the “leadership” lacks. Now I’m supposed to be happy coming into a mostly empty building with few on site services available. OR I go to and I am treated with respect. And I’m rewarded with earnings and benefits that reflect my hard work and business knowledge. Buddy, stick that office ALL the way up your a$$ with a red hot fireplace poker.
You're likely right, and F every one of them for it.
Being terminated for fighting to maintain work-life balance is a badge of honor.
Don't underestimate Schart, Po-well, and their OC minions desire to control people and force attrition. This RTO initiative falls right into that so it'll be one that won't go away and will probably get worse with enforcement, affecting your review and compensation, and possible termination, etc.
For my area I think the RTO rate is like 1%. I am not co-located with anyone either. I came in and there is only one other person here.
How did you find out what the city council said the return rate was? In my building, I would say it's about a 6% return rate. For the business group I am in (I am not co-located with anyone), I have heard it's about 25% return rate. Those numbers fall even more if you look at number of days in office, and hours at the office.
@iyp so the executive team is essentially standing around, shouting "somebody, do something!"
In a meeting today with a upper level manager, we were informed that RTO reports with badge swipes and logins are being distributed to all senior level managers and that the numbers weren't good and that we would expected to improve those metrics in January.
No communication on what would happen if we didn't comply was given, however.
Are your teams actually enforcing RTO? I guess it depends on the area but my office is a ghost town. Even the city council estimated the return rate for our building at 60% and that’s including people who aren’t full time…I haven’t seen anyone on my floor actually come in three days a week…
It's comical how the executive suite can't enforce requirements for the job. As we heard, it will affect employees comphensation. And we will lose more good people. The people at the bottom of the team already get no raises and low bonuses, so why do they care? You can have a team of all high performers and they don't get rewarded (ie, full target bonus, recalibration) or they are forced into a bell curve. Why would a productive employee continue to work above and beyond after that? Through their own implementation of taking away as much as possible for the employee, they are making us quiet quit. And if we quit, they make their efficiency numbers (in reality after all the layoffs, that efficiency number has hardly moved, another executive fail). Executives don't care about failure here, they are not longtimers. Executives just want to line their pockets and move on to the bigger, better, deal.
Lame
Great point, I would be shocked if WF could pull off RTO. They fail at everything else why would we believe they can pull it off.
Ok thanks.
I quit Wells Fargo for other reasons, however, I am pleased to announce that I just filled out a new telework agreement at my new AND WAY BETTER JOB THAN WELLS FARGO, and it is for 1 day in the office per week. Su*k it Wells Fargo!!