this post was submitted on 16 Jan 2024
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I'm in a position to have knowledge about multiple bargaining committees working on their first union contracts. The demand to RTO is literally entirely the ego of CEOs and other executives that believe their opinion is more valuable than research. They also know that employees will never accept "because we say so", so they cling to flimsy or highly biased data as evidence, without ever showing their sources or methods.
Another aspect that is likely overlooked: they're counting on people to quit. It's an opportunity to have a self-selecting layoff without massive payouts or running into the WARN act. Apple has made this more than apparent by mandating RTO at a location, and then relocating that office to Texas. They still have other labor laws to deal with, but they don't care about talent retention.
The issue with the self-selecting layoffs is that it's usually the best talent that leaves. Not that they care, as it won't negatively impact this quarter's numbers. But funny/sad to see them all confused a year later when number go down.
Have them come to office or fire them and loose maybe 50% of my company (code) knowledge while no new hires know what to do and the remaining coworkers are not trained fully in the task?
Easy choice.
I should become a CEO if I can think much beyond the horizon.
You'd be a terrible CEO because you would conserve resources during slumps to retain capacity for the future
This looks bad this year and you don't have any reason to believe that your market will pick back up, so you would get fired and the new guy would look amazing pulling the company out of the slump.
This was such a big /s I felt like it wouldnt need an actual /s
My prior employer did an unforseen and sudden about face on wfh after embracing it fully. Guess who wasn't the least bit surprised to hear a couple of months later that several old coworkers got WARNed...guess enough of us didn't quit to get their financials where they wanted them.