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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.

  • partial_accumen@lemmy.world
    3·
    4 days ago

    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.

    • jaschen306@sh.itjust.works
      3·
      4 days ago

      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.

    • CharlesDarwin@lemmy.worldEnglish
      1·
      4 days ago

      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.