I want to make one thing completely clear before you read this. Many were WFH two days a week before the pandemic. It was a formal written BAU request that went up to senior leadership for approval. Loads of people had it. There were limitations to the request. Type of job, length of service, yadda yadda.
There were zero issues with operational excellence in that time period. As a matter of fact, the first two years we had the largest monatary and innovative growth. Now, those two things are a joke (or a line in some fake award). Buying Clover does not make you innovative.
Anyway...
Since I'm now being told what I can't do... I'll tell you (HR/Management reading this) what I won't be doing anymore. I will not be logging in early to attend meetings with India associates.
If Fiserv does not have flexability, I don't have flexability. Don't claim Fiserv has flexability either. Based on the email Frankieboy sent out, if I have a specific reoccouring day of the week where we have to log in at 5-5:30 AM to make agile activities and Friday is now the "remote" day... you better change our off shore collaboration meetings to Friday. I'll log in at 5 am on Friday, but you best believe my day ends at 1-1:30. I will now miss every last one of those early morning M-Thu meetings.
If I have ANY reason to WFH, that will now be a requested day off.
If I'm late due to traffic, so be it. No more calling in while on the road or prior.
Lunch will be factored into every equasion. If I take lunch, then it's my time and will not be cut short to make any meeting. I will be blocking off that hour in the middle of the day, every day and leaving an hour early if I don't or can't take lunch.
You know what? I'll be blocking my travel time as well.
I will not come in or stay a second later than required. My day ends when my day ends. If there is a client on the east or west coast that requires late day support, then you best hire an associate that can accommodate the client.
If I'm being required to come into the office while VPs, Directors and Managers in Chicago, Ohio, Georgia and other places are allowed to work remote FULL TIME because of locations closing or opening then expect me to do the absolute minimum. I will no longer go above and beyond (I have been for several years). Going above and beyond has provided me nothing anyway. You get treated like you're simply doing your job and see no more than a 3% raise tops each year. Promotions are so far and few between.
The idea of mobility to enhance your career applies to bu-t kissers and "yes" men only. Meanwhile, the people that actually care about this company and its clients... the ones who will tell you when you're making a mistake... will NEVER advance here.
Besides that, do we really trust the people making current decisions to suggest mobility moves in a thought-out calculated manner or wing it and end up f'ing a client or associate with coverage or expanded workload? The correct answer is "wing it". I don't want a mobility move and I will not take a mobility move. Everyone knows it means you'll be doing two jobs.
I won't be vindictive and look for another career while on the clock. I won't slack off, but you better believe I will not be doing anything extra that will benefit Fiserv. They have not done a single thing in the past few years to benefit me so why should they expect I do anything to benefit them? As a matter of fact, I've only seen the reduction of benefits.
I was hired for a job. I will do my job. No more, no less. That's the culture you've created FB. No loyalty. No sense of ownership. No passion. No innovative and certainly... NO OPERATIONAL EXCELLENCE. I hope you're happy FB. You're getting the company you deserve and the salary you don't.
Thanks for coming to my Ted Talk.