So TRP is finally making all of these groups that had full-time work from home come into the office 4 days a week just like the rest of us. TRP you finally did something right! Living up to your constant preaching of equality for a change.
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@1t4 lol! His mama liked it last night
Lmao advocating for shittier work environment because you jelly. Get a grip and wipe that c suite c-m off your lips.
@OP agree. It’s all these butt- hurt tech je-ks who keep bi--hing about their work life balance and their daycare schedule. If they were any good they won’t be here anyway.
Finally they have to do what the rest are doing for years. And they are not even core business. Just support services which can be sent abroad. Get with the program. No sympathy for your commute.
@1p7 You mean the ones in India? How do you know the people bi--hing on here are all IT staff? Did you have a boyfriend once who was an IT guy who dumped you? Show us on the doll where it hurts. 🤣 The issue is the inequities of some working remotely vs others being mandated to come in when in many cases the people are performing the exact same job. In reality most IT are contractors now, so your argument fails.
@1jn I sympathise with your situation but we should hold leaders accountable for decisions that have a profound impact on our lives and working conditions rather than pointing the finger at associates who managed to successfully negotiate better conditions for themselves. Leadership is too far removed from the real world and can throw money at any problem that impacts their personal life. The only reasons to continue to force this RTO are ego (control, justifying poorly planned investment in office space) and the hope that associates quit (to avoid layoff payouts).
The kind of entitlement from IT types is astounding. It’s a job folks. Your employer sets the rules. If you don’t like them go find another job. Nobody cares if you have a dog to walk in the middle of the day. Nobody cares if you can do a good job wfh.
@1hd I am not OP but it becomes other people’s business when people get denied work from home but others are allowed. Stop with the bullsh-t unless you have some medical reason that you can’t come in (you can’t walk or leave the house for anything at all) everyone either has kids, parents, spouses, pets or relatives to care for or a long commute…I pay for daycare yet I know several who have the luxury to stay home full time. I am a single parent and don’t make a lot of money. No exception was made for me. So cut your cr-p. It becomes my business when I am impacted by unfair TRP practices.
@OP since you think you know it all - the "mandate" was actually no longer allowing full-time telework, and needing to align with enterprise/BU. It's not a mandate that everyone comes in 4 days.
And - since you think you know it all, have some empathy. Some folks full-time telework for personal, medical, or reasons that are truly none of your business.
Collaboration only works when the people collaborating are sharp and intelligent.
Incompetents who hide behind the word "collaboration" while dumping work on others without a shred of responsibility or ownership. Incompetents who do nothing but play at being buddies with other incompetents. Fools who build little factions. There are far too many of them now, and the genuinely capable people are the ones getting sc--wed.
Management, crack down on them already. Bring back a company where freedom and responsibility run deep. Right now it's irresponsibility and politics that are running rampant.
@OP No wonder things are bad, given the level of absolute fu-kwittery posted on this forum.
Is the CFO group going to implement this since there is do much unfairness in our CFO groups with people making excuses to work from home? I hope so. Love how people are exempt for childcare reasons yet I am told my kids aren’t an excuse for me to be able to work from home. 🙄🙄🙄🙄
@jz Most of tech will be sitting in India. That said - whoever manages to stay employed at T Rowe and work in it IT needs to work 4-1. Gotta fill those seats. An audience is needed for the loud mouths who want to talk Orioles/Ravens/Marvel Movies, their kids, or how wonderful they are.
@eh I heard there is a individual on the MC often ask when Technology is going to switch to 4 and 1 during MC meetings.
@j3 Interesting. You know, there used to be a time that if someone wanted to work for a company in XYZ state, they had to be committed enough to relocated to that state. If people are not committed enough to do that, they should not be hired. What does T Rowe have against Marylanders, much less Americans since it favors foreigners. Not a great corporate citizen since they want to sit here and enjoy the services that Maryland taxpayers pay for, yet pay as little as possible towards those services through lost tax revenue. A net negative/drain on the community they sit in is not a good look.
Looks like certain groups and people in certain BUs were informed that associates local to MD and CO with remote arrangements of any kind will be expected back in the office in January.
It doesn’t apply to people who are remote nowhere near an office location. Even if one person on the team is local and the rest aren’t.
@ep Can you share the teams? Have more layoffs been committed?
@eq and I will continue with my full-time wfh fools
@ep Okay… so I don’t care I guess? Since I didn’t get an email about it. The original post made it appear to be company-wide, but it IS specific to certain departments. Good to know, I’ll continue with my 2 days in office per week HAHAHAHA
@ef Why would they send an official announcement? You know like layoffs here and there..everything is kept quiet. I have heard of 4 different teams in different areas that were notified. Whether you got impacted or not or heard about it it’s still happening.
@eh You must be IT (2in 3out). I wonder if they gave us this sweet arrangement because we'd be shipped out to ACN anyway. Good luck.
I’m going to assume this is for a hyper-specific team that was an exception. My team is currently 2 days in office, 3 days work from home, and I’ve heard nothing about it increasing to 4.
@OP I haven’t seen anything about this, where was the announcement posted? I scoured my email and don’t see anything about this. I’m not surprised if they are doing this but looking for the official statement
@dq the company by mandate is what doesn’t make sense. Some jobs can absolutely be effectively done remotely. I would argue that I’m majority of them can Forcing RTO across the board is using hammer instead of a scalpel. Especially when you undoubtedly will lose talent, arguably the most talented by doing so.
Technology has changed the way work gets done. To force talented people into the office simply because you don’t want to upset the people whose jobs cannot be done in. The office is silly.
it’s like how during Covid doctors had to be in person for the most part. But their secretaries, etc. could work from home.
I know this is pretty much common sense and I also know how upset people get when they learned that they landed in one of the jobs that isn’t really able to be done remotely. Although I don’t think there are a whole lot of those if you think about it honestly.
I have family members that are just entering the workforce and trust me. There are still lots and lots of companies that are offering, remote and hybrid work and even unlimited PTO. Those are the companies that are going to be attracting and retaining the best and the brightest.
sure, we make it some highly qualified candidates, but I doubt they will stick around long.
not simply because of the RTO, it’s the message the blanket RTO mandate is sending. which is not “we value our employees. “
@dv wasn’t spring break for me. I worked harder longer and more hours during the Covid years than I ever have.
that said Covid proved that this company could function quite well with everybody working from home so it’s understandable
that this feels like an arbitrary power-play and management part. especially when they continue to recruit for remote roles and backfill lead off staff with people who aren’t even working from this country.
I share your frustration with a coworker, getting concessions for childcare if that’s actually the stated concession.
at the same time, I understand how someone who was a valued employee working from home full-time during Covid suddenly is told that they are unable to perform their job remotely without any actual reasonable argument.
which brings me back to my observation that this whole exercise is achieving its intended goal of ki-ling morale and driving people away from the company as much as possible
even the C suite sycophants in this chat have not bothered to make a compelling alternative reasoning for how it’s beneficial, especially considering the increased costs for real estate, footprint, decreased morale, etc., etc. etc.
Nearly impossible to take away a concession once it is given.
Everyone had kids and dogs before Covid. Traffic was the same and so was crime. But office time wasn’t a problem. Now people are throwing a fit when called back after a 6 year long spring break
@dr then the manager should be addressing the performance, not the arrangement.
i’m not arguing that the rule should be different for different people. I’m actually arguing that everybody should have the flexibility as long as they are doing their job adequately.
not to mention, way back when when they first introduced even working from home one day a week the agreement that had to be signed, stated that you were not caring for young children during your work hours. if that’s not still the rule, it should be, and it’s a reasonable one
as for your comment about special treatment, I personally am not asking for special treatment. I just believe that the current push for RTO does nothing positive and is accomplishing its goal of pitting people against each other and encouraging people to leave.
sad thing is we need a bench of strong rising, Associates, and the most talented, believe it, or not, can still negotiate remote work at many other companies
ask can some of the more experienced staff however the decision treat gets more complicated the more years you have vested in the company
I have dogs to take care of and an elderly father….everyone has something. Stop bi--hing and looking for special treatment. I am forced to show up 4 days a week yet my coworker with kids comes in only 2 days a week. Definitely has nothing to do with performance as her performance isn’t even good. Half the time isn’t even online. This is the inequality we speak of.
@dc while this sounds sensible, it will never pass for 2 reasons. You are missing the broader picture outside your own team.
- RTO is not a corrective measure to address performance. It is a broad mandate for the company.
- WFH is not possible for many jobs regardless of performance. What do high performers get there?
@db there you go again assuming it’s all about daycare. if hours of your life have a price tag good for you. not everyone is happy or ok with trading hours of their life for $$ a useless stressful commute to an in office experience that this far,
No one has made a compelling argument about what value it actually adds!
Most rational people understand the trade off if there is actually a benefit but so far all i have read is “equity”, “daycare” , “be happy you have a job “. and I make a lot of money so you should be happy to do what your corporate overlords command without question or line up to be laid off.
Obviously everyone has their line in the sand and most have no choice but to su-k it up. But let’s not pretend this mandate makes any actual sense or leads to a stronger more productive work force.
@av if someone is performing their job responsibilities, what difference does any of that make? Are they hired to do a job or to clock in a certain number of hours in a building ?
competent managers evaluate employees based upon their job performance and do the hard people managent work when there are individual issues, instead of relying on clock watching
here’s a novel idea. Anyone that can consistently perform and deliver results in their position while working remotely should be allowed to continue to do so, and those who can’t or don’t should be required to have in office days if being in person has some sort of impact on job responsibilities if not, why not treat it like any other performance issue instead of pretending that being in person has some inherent benefit for every position.
seems to me the reason this is no longer the case is there using return to office is a way to encourage resignations and speed the staff reduction without the restriction expenses of severance, etc.
personally, if I’m working with somebody who consistently delivers at a high-level, I could care less where they’re working from, I also honestly don’t care if they have children at home as long as it’s not affecting their contribution to our collective work. (although I don’t see many people pulled that off, if they do, good for them.)
at the same time, there are countless people who come into the office every day and do not deliver.
@br thank you. I did.
That nastiness was unnecessary.
If you made anything close to what I do you would beg for a commute . Instead of daycare.
Different roles, different expectations, different requirements. Not super hard to figure out. But I guess it's to be expected from RTO-based staff.
Have a nice commute tomorrow...
Okay, well, thank you for sharing that information.
Is there anything I can do to assist you with emotional regulation today?
If investment staff has to come in why should support services be exempt?
Daycare is EXPENSIVE so I can't blame people for trying, but given how miserable the culture has become, they either need to implement equality or be transparent in who gets to work remote and why. In the Earnings call, they discussed decreasing real estate footprint. What better way to do this than to have a small downtown office for meeting clients and the like, and making OM the base. It would make better sense than spending all of that money on a building they do not own. One the one hand they poor mouth and decry outflows to the point that they have to send jobs to India, but when it comes to something glitzy for the MC (don't forget Camden Yards perks), they have lots of cash. I knew so many people that after COVID their companies downsized real estate and gave them remote flexibility. People of course were expected to meet production expectations or be forced to come in or fired.
My job was offshored a while ago, but the same cr-p was on our team. I hated the flex desks so much. You never knew what kind of disruptive fool would book the desk next to you. And I missed sitting with my team. We really lost something when that happened. For me remote was convenient and made for a better lifestyle, but it was due to the changes THEY made. And why provide lockers that you couldn't leave things overnight? This was OM.
Good employees should be rewarded, and if they be as productive or more remote, why not? It would be a no cost way to attain workers, but it really seemed they wanted people to leave - other companies used in office mandates for this very purpose.
Anyone heard of paying for childcare like I have and others have had to do for the past few years since being required to come into the office? I don’t make a lot of money either and it’s not cheap. Must be nice to get an exemption to work from home and save on childcare. 🙄🙄🙄
Great….People who have been on spring break since Covid are being forced back to work?
Will the contractors that have been carrying them 5 days a week, still continue that on?
What will these people do now for child care, appointments and vacations. Actually use leave?
Does 2 hours in the office count as a whole day? They can’t even come in two days a week and do 9 hours. Pretty telling. Great badge out and in statistics.
@an Communications group that had been 100 percent remote is now being forced to come in starting in January…4 days a week. I do agree there is still a lot of inequity and people being allowed to work from home more so than others.
Lol what are you talking about? The firm is still hiring 100% remote employees for roles that are posted as in-office/local. There are still many 100% remote employees who were hired pre-pandemic, during pandemic, or who were given sweet deals to be remote because they decided to move away from a local office and the department didn’t want to lose them and have to train someone new.
There is still SO MUCH inequity across the firm and there will continue to be unless the MC decides to take away every remote position, which they absolutely won’t do because they have enough trouble attracting talent to a lesser-known investment firm in a small city that competes with DC and Philly for finance workers.