- cross-posted to:
- [email protected]
- cross-posted to:
- [email protected]
cross-posted from: https://reddthat.com/post/70241850
Wasn’t quite sure what community to post this…
A recent EnhancV survey of 1,000 full-time U.S. workers subject to new or stricter return-to-office policies found that 72 percent suspect these mandates are really a voluntary attrition strategy — a strategy by their own employers to make them quit their jobs.
The damage is strategic, not merely emotional. Baylor University’s reporting on office mandates and brain drain found that firms with mandates faced greater turnover among women, senior employees, managers and high-skilled workers, while job vacancy duration increased and hiring rates declined. In other words, the people with the most options are often the first to leave. The employees who remain may not be the most committed — they may simply be the least mobile.
You must log in or # to comment.
My company is a subsidiary of a larger corporation. Corporate started an RTO mandate early last year, requiring all employees to be in the office Tues-Thurs. Then a few months later, they announced that they were closing the corporate headquarters and moving to a bigger city 40 miles away for “reasons”. No accommodations for people who live close to the old offices. They are expected to commute to the new location or quit/get fired. It seemed pretty clear, to me, that this was a soft way of forcing people to quit.
We are in a completely different location and we have the confounding issue of having given up our office lease during Covid and leasing a smaller office space that cannot accommodate everyone. So for the moment we are being allowed to mostly stay remote. However, the company has leased additional space and is in the process of building it out with the looming threat of also requiring everyone to be in-office. Even people who do not live (and have never lived) locally. If this happens, we will lose a large number of key employees who are unwilling to uproot their families for the sake of a job. They will absolutely be able to get new jobs elsewhere, and it will hurt our team massively.
But here’s the thing: we all love our work, and our project. So in response, we organized and voted to form a union. It’s not clear, yet, if this will save us from RTO, but it definitely puts us in a much better position to bargain with corporate.
Isn’t this already widely known? Follow the pattern. First: strict and abrupt RTO with no exceptions. Second: layoffs.
I have watched this pattern happen in the news but also to friends and family mostly in the IT industry.
After COVID, I never wanted to work in an office again. During COVID, I had a constant stream of big companies that asked me to move to their companies. I always bat them away see how awesome my work was with how they took care of COVID and they even talked about making this permanent.
CEO for swapped out and within a few weeks, he implemented a RTO, first with 1 day a week.
My VP was the first to go. He brought me over. After leaving, I bought over my smartest and hardest working employees and left the shit lazy ones that I knew was quit quiting.
Worked at that company for a few years and new CEO got the RTO feelings and this time I left. I told my emplees to leave too and at the end, nobody ran the team.
Valuable people have mobility. Shit employees don’t.
The first company implemented remote work with options. I don’t trust them anymore and would never go back.
The first company implemented remote work with options. I don’t trust them anymore and would never go back.
If the price was right, I’d absolutely go back with a full remote work position. These organizations have no institutional memory. Holding a grudge for something a CEO three CEOs ago could be cutting off your nose to spike your face. There is no longevity in the corporate world anymore anywhere. The optimized path for workers is to get the highest salary for the most tolerable conditions for as long as it lasts until the salary falls or the conditions become intolerable.
If you have better options elsewhere, sure go elsewhere, but if that old employer is offering the most compensation with the best conditions, I would say its the best place to go…until it isn’t again.
That’s true. I’m mostly working at mid sized companies now that can’t afford buying their own buildings. Most of these companies don’t have the incentives or capacity to require RTO and have a productive engineering team.
These organizations have no institutional memory. Holding a grudge for something a CEO three CEOs ago could be cutting off your nose to spike your face.
Yep. Just like when a seagull manager comes in (shits all over everything and flies away to their next gig) and ruins the esprit de corp, etc., it’s possible to get someone afterwards that is not a complete jackass. It may take a while to repair things, but it is possible.
