Word is he walked back his full-time-in-the-office ultimatum, too, to just 2-3 days a week with first-come-first-served seating. This guy is scumbag, not a leader.[/quote]
Forcing people back to the office is going to work only
(1)for employees that want to come back to the office
and hate working at home all the time, like me
Or
(2)for employees that are unemployable elsewhere and who do not have enough fuck you money yet and still need a job to pay for basic rent and living expenses.[/quote]
I think you greatly over-exaggerate how many people have “Fuck You money”. Fact is there will be industry wide layoffs this year, a lot of folks who were previously making big salaries will be on unemployment. That is not good for housing market.[/quote]
I think you grossly underestimate how many people do, possibly based on your personal experience.
Someone who’s been reasonably capable software person working for a decade or longer who reasonably managed their career well should have more than enough fuck you money if he managed his career and finances reasonably.
Those that just went to work and didn’t manage their careers and are pigeon-holed into the same type of company specific work and not easily employable elsewhere due to lapse in skill of staying too glued to one company that itself hasn’t kept up with the times and hasn’t moved into management at that company to move into the larger pay groups…AND on top of that also didn’t spend time investing beyond just counting on a paycheck…Well, that can’t be fixed….In this case, well, the employee is very limited in what he/she/they can do and sort of have to put up with whatever their current employer throws at them, including any sort of change in work policy…Because they don’t have many options.
I would argue from a team management perspective, what will end up happening is the company will lose the sharpest people that everyone else wants and offers better terms (pay, benefits, work conditions, work life balance, etc), and retain all the employees that no one else wants… which is the opposite of what you want to do in forming a highly functional team. that’s sort of what is happening in some divisons in my current company (not mine). My division retention is close to 100% for the past 3 years. We also just got another round of RSU stock grants that the board approved off-cycle, for employee retention. Good news, while the markets are lower. Because grants are based on FMV at the time of grant, not absolute share prices… So you want RSU grants when the markets are down and while you are vesting.
