Thread regarding U.S. Bank layoffs

@1a3 I think the only risk assessment GK did was assess how long it'll take her to get people to quit in the US to send their jobs back home.

@a2 you almost have to wonder if they did a risk assessment on this. But they probably figured low productivity was worth the risk.

@ab I hear you. This is how I solved it - if I am
Scheduled for an in office day - no early calls unless I’m plugged in and getting IP credit. Then when time to go home. I go home and no plug into IP means no credit. No working after hours. period.

@by I won't invite that kind of karma into my life, but I will patiently sit back and watch and wait for the day that employees have enough power to hit them where it hurts. There will come a time when employees have the ability to freely (not trapped by a bad job market) use their feet to demonstrate how bad it is here, and they take their talent elsewhere. That will be a really good day.

@bg I pray daily they do die on that hill. That’s how awful they are.

The losers in technology middle management flunked out with technology. These are goofs who think opening an email is programming and every conceivable problem has a spreadsheet solution. Absolutely zero talent in the home grown technology middle management. All they know is the twice yearly reorg to show their bosses they still have a pulse.

@aq “If the metric that matters the most to my review is my time spent in an office by myself then that's what they'll get. Such a weird hill for them to die on, but it's one they're free to do I guess.”

Yes. This 1000x.

Lots of leadership still trying to justify their position, since they have nothing to do but manage people, who they can't do nor appreciate what they do anyway.

Lots of useless and very expensive middle management tying down a bank that most top tier businesses and creditworthy customers choose not to bank with anyway.

So they futz around and meddle in people's productivity. McKensey 101.

There have been conversations where it's been explicitly asked what can be done to make employees happier and I straight up said that the RTO micromanagement and IP bullsh-t needs to stop. Let people come in the days that work for them and stop tying it to performance. Stop forcing it. And let remote employees grow their careers. That would go a LONG way towards employee satisfaction but I was told in no less words that "these are the decisions made and they're unable to take them back."

Ok. That's fine then. They can choose not to revert them or adjust them to do less harm, and I can choose to rate them abysmally on the TTUS or I'll simply stop engaging because there's literally no point. They have all of the power to make things better for us but they actively choose not to.

I'll go in and meet my baseline 60.01% and stay enough hours to be acceptable. But they won't get anything else but my bare minimum job responsibilities. If the metric that matters the most to my review is my time spent in an office by myself then that's what they'll get. Such a weird hill for them to die on, but it's one they're free to do I guess.

@ab I mean, leadership drive the RTO decision and has literally championed it. So... leadership has the choice between productivity and attendance. They chose attendance. Not just HR.

Goonjunn and her McKenzie squad don’t know how to manage people. So here we are. Her HR cuck is a follower, not a leader.

HR out of control. My manager measures delivery. HR measures chair occupancy. Guess which metric gets more attention?

And apparently my 6am calls and 9pm emails don't count because they happened outside the sacred walls of my hub (where not a single member of my teams resides).

Bottom line: Leadership wants growth and innovation, HR wants attendance. Attendance won.

If you have to record a certain number of hours doing a specific task (sitting in a hub) you aren't a salaried employee. You might be one on paper but that's about it. Many people have created spreadsheets to 'track' their hours in the hub. At that point you might as well be punching a timecard.

I'm approaching 12 years here and I feel the same way. Our leadership is lost. There's now pressure from two sides: on the one hand making it so much harder to do my job (I can't be both on a 7am meeting and commuting an hour in traffic so my butt can be in a particular chair at the same time for... reasons?), while also micromanaging when and how I do the actual work so I feel stressed out about the consequences of trying to mitigate the effect of their own stupid decisions by being flexible and working around the constraints as much as I can.

I love the work and used to get so much accomplished. But productivity is falling and stress and job dissatisfaction are rapidly rising. Just let me do the actual work. Ugh.