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Whether you favor in office or remote, you have to admit our cost structures have fundamentally reoriented the last 2 years. Think of the commuting costs, livi

Whether you favor in office or remote, you have to admit our cost structures have fundamentally reoriented the last 2 years. Think of the commuting costs, living near/far from the office, the different types of day care options, etc etc that have shifted in the last two years. Imagine being told you’re going to get a 10% cut in pay due to the need to go in the office? That’s what RTO probably feels like to peoples pocket books.

bsimpson 5y ago
Or you can work at a place that will give you a pay cut if you move out of the immediate Bay Area counties. Then you get the pay cut either way.
- hiptobecubic 5y ago
  My company will pay me more if I work from home in a different city that also doesn't have a local office or any of my team nearby. It's pretty frustrating.
cyberlurker 5y ago
This is exactly right and it can be much more than 10%. And at the same time, many professionals can go out and land a new, remote job with a pay bump. I’ve seen it nonstop the last year. People are speaking with their feet and I love it.
sanguy 5y ago
Good point and 10% is low. Let’s say you are in Bay Area and 1 hour commute each way - so 2 hours a day. Even if you put in 10 hours at the office it’s still 20% lost time in the commute. 20% is a lot of your “working time” to be non-productive. And that is not quality time - that is stressful time that leads to burn out over time. A RTO concept should factor this in. RTO for many people means working more and the employer getting less of your brains best output. It is a loss/loss. Why would either side of the equation wants this? My team is fully WFH - 700 people globally - and the only time anyone is required to come into the office is when a job task can not be done remotely. We’ve also reduced our office footprint 70% in the process; with the savings going to a WFH monthly stipend. We also arrange two social events a month to keep the in person connections alive; with numerous smaller groups having TGIF’s or other sorts of activity clubs. Regus membership has given all the WFH folks a place to grab an office if they need to get out of the house for whatever reason. To get over the “are my employees slacking off?” We’ve put in a simple peer review system that is working well: 1) If you are assembling a team for a very challenging and demanding project who are your top 5 choices? 2) If you could give out a spot bonus who would you give it to and why? 3) Is there anyone you feel should be reduced from your team and why (optional)? This was bumpy as hell to get rolling but now working well. And yes, Q2 does drive quarterly spot bonuses based on responses.

bsimpson 5y ago

Or you can work at a place that will give you a pay cut if you move out of the immediate Bay Area counties. Then you get the pay cut either way.

hiptobecubic 5y ago
My company will pay me more if I work from home in a different city that also doesn't have a local office or any of my team nearby. It's pretty frustrating.

cyberlurker 5y ago

This is exactly right and it can be much more than 10%. And at the same time, many professionals can go out and land a new, remote job with a pay bump. I’ve seen it nonstop the last year. People are speaking with their feet and I love it.

sanguy 5y ago

Good point and 10% is low. Let’s say you are in Bay Area and 1 hour commute each way - so 2 hours a day. Even if you put in 10 hours at the office it’s still 20% lost time in the commute. 20% is a lot of your “working time” to be non-productive. And that is not quality time - that is stressful time that leads to burn out over time. A RTO concept should factor this in. RTO for many people means working more and the employer getting less of your brains best output. It is a loss/loss. Why would either side of the equation wants this? My team is fully WFH - 700 people globally - and the only time anyone is required to come into the office is when a job task can not be done remotely. We’ve also reduced our office footprint 70% in the process; with the savings going to a WFH monthly stipend. We also arrange two social events a month to keep the in person connections alive; with numerous smaller groups having TGIF’s or other sorts of activity clubs. Regus membership has given all the WFH folks a place to grab an office if they need to get out of the house for whatever reason. To get over the “are my employees slacking off?” We’ve put in a simple peer review system that is working well: 1) If you are assembling a team for a very challenging and demanding project who are your top 5 choices? 2) If you could give out a spot bonus who would you give it to and why? 3) Is there anyone you feel should be reduced from your team and why (optional)? This was bumpy as hell to get rolling but now working well. And yes, Q2 does drive quarterly spot bonuses based on responses.