Everyone in this thread is saying that this comes as no surprise, and that is certainly true. But the thing is, a lot of management types do know this already but they simply don’t care for two reasons:
They care more about leverage/control over employees than they do about actual good work being done. You cannot understate at all how important employee control can be for managers and how seriously they’re willing to destroy their own business to keep this kind of power.
RTO is basically a layoff program. As much as I love working remotely, it’s very important to keep in mind that remote workers are the first ones that will get laid off when the business wants to cut back - purely because of how easy it is to do. They can just mandate RTO without actually calling it a layoff and know many workers will outright quit, and the business won’t have to comply with whatever local regulations are in place around layoffs. Still, this shouldn’t sound like comfort for employees that do work in the office - there’s a good chance that once RTO is in place, another round of layoffs will strike when the company doesn’t meet its cut targets. So any time a business announces return to office, it means that there’s a good chance that layoffs will follow too.
tl;dr: Managers knew this would happen all along too - it was just a trade they were very willing to make.
They can just mandate RTO without actually calling it a layoff and know many workers will outright quit, and the business won’t have to comply with whatever local regulations are in place around layoffs.
It depends on where you live. In some countries, if they mandate RTO but your employment contract does not specify that you must work in an office, then that’s a constructive dismissal and you can go on employment benefits like unemployment insurance.
But the reality is managers want to pick who gets laid off. It’s not that they want to just cut heads and reduce costs… upper management. may want that… but the actual managers want to keep their best and brightest. They know who the people are who get shit done, and they want to keep those people. Rto tends to have the opposite effect.
The reality is it is often the best employees, the most experienced employees, and some very high level employees who have the most confidence and are most willing to say " screw you, I know I can find a job somewhere else" And give the middle finger to the employer who’s trying to do an RTO plan.
Don’t be fooled by the headlines. Real businesses want to control who they let go. They want to have all the power in the relationship. They want to cut their lower performers and keep their superstars. RTO is about the worst head cutting program you could dream up.
Sure, fair points. We should distinguish good and bad managers here before we get too specific. The bad managers will do whatever they’re told to do by upper management. Upper management just says “cut down to this number” and they do it because they only care about their own incentives and don’t care about the consequences. The good managers will probably realize the downsides of these decisions and will try their best to blunt the impact of these decisions. But in the end, they still have to report to higher levels of management, so there’s little that they can ultimately do. So they’re probably going to end up doing the same thing anyway.
This is why management is such a hard position, especially in the lower levels. You’re basically at the end of the chain and usually have little power to get what you want. At the same time, you still have to make lots of different groups happy - upper management, your workers and whoever you’re delivering your product for. All the things that you listed are things that I’m sure they would like to have, but probably end up having to get sacrificed anyway. If there’s only one group of people that you’re going to please, chances are that it’s going to be the people you report to.
Everyone in this thread is saying that this comes as no surprise, and that is certainly true. But the thing is, a lot of management types do know this already but they simply don’t care for two reasons:
They care more about leverage/control over employees than they do about actual good work being done. You cannot understate at all how important employee control can be for managers and how seriously they’re willing to destroy their own business to keep this kind of power.
RTO is basically a layoff program. As much as I love working remotely, it’s very important to keep in mind that remote workers are the first ones that will get laid off when the business wants to cut back - purely because of how easy it is to do. They can just mandate RTO without actually calling it a layoff and know many workers will outright quit, and the business won’t have to comply with whatever local regulations are in place around layoffs. Still, this shouldn’t sound like comfort for employees that do work in the office - there’s a good chance that once RTO is in place, another round of layoffs will strike when the company doesn’t meet its cut targets. So any time a business announces return to office, it means that there’s a good chance that layoffs will follow too.
tl;dr: Managers knew this would happen all along too - it was just a trade they were very willing to make.
If they’re ok with the resulting technical shortfalls, cool. Another company degrades back into the mire of mediocrity.
Nothing matters more than the quarterly earnings report. If that’s what it takes, so be it!
It depends on where you live. In some countries, if they mandate RTO but your employment contract does not specify that you must work in an office, then that’s a constructive dismissal and you can go on employment benefits like unemployment insurance.
But the reality is managers want to pick who gets laid off. It’s not that they want to just cut heads and reduce costs… upper management. may want that… but the actual managers want to keep their best and brightest. They know who the people are who get shit done, and they want to keep those people. Rto tends to have the opposite effect.
The reality is it is often the best employees, the most experienced employees, and some very high level employees who have the most confidence and are most willing to say " screw you, I know I can find a job somewhere else" And give the middle finger to the employer who’s trying to do an RTO plan.
Don’t be fooled by the headlines. Real businesses want to control who they let go. They want to have all the power in the relationship. They want to cut their lower performers and keep their superstars. RTO is about the worst head cutting program you could dream up.
Sure, fair points. We should distinguish good and bad managers here before we get too specific. The bad managers will do whatever they’re told to do by upper management. Upper management just says “cut down to this number” and they do it because they only care about their own incentives and don’t care about the consequences. The good managers will probably realize the downsides of these decisions and will try their best to blunt the impact of these decisions. But in the end, they still have to report to higher levels of management, so there’s little that they can ultimately do. So they’re probably going to end up doing the same thing anyway.
This is why management is such a hard position, especially in the lower levels. You’re basically at the end of the chain and usually have little power to get what you want. At the same time, you still have to make lots of different groups happy - upper management, your workers and whoever you’re delivering your product for. All the things that you listed are things that I’m sure they would like to have, but probably end up having to get sacrificed anyway. If there’s only one group of people that you’re going to please, chances are that it’s going to be the people you report to.
A good example would be Musk firing his charging org. He apparently did this in reprisal for the manager not firing enough people.