RTO: We Changed Our Minds
This week, we look at why some companies that promised remote work opportunities to workers are now reversing course. Plus, how some folks who jumped at high-paying jobs during the Great Resignation find themselves stuck in roles they don’t like.
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An About-Face on Return to Office
For more than a year, firms in a number of sectors have been pressing employees to return to the office—part-time at first, but increasingly full-time. But the latest wrinkle is that some of those companies had previously promised remote arrangements to their workforces.
The breaching of this agreement has sparked a new level of resentment over an issue already highly sensitive to both leaders and workers alike. “Employees feel that their bosses have gone back on their word,” says Michelle Seidel, a senior client partner for Korn Ferry’s Global Technology Industry team.
Handcuffed by High Pay
The pay raises that some firms offered a couple of years ago were mouthwatering enough to make headlines; they also made a lot of people in a variety of sectors happy. But now, experts say, a lack of additional opportunities may cause many careers to stagnate.
The issue: people who leaped at lucrative offers are realizing that they can’t find equivalent pay and opportunities outside their existing jobs, because firms have seriously retrenched on salaries. And while the job market has previously seen gaps between expectations and reality, experts say they can’t remember another one as large and risky.
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5 Things to Consider Before Accepting a Buyout Offer
“Buyouts are fairly common whether the economy is good or bad,” says Kevin Gagan, Korn Ferry’s global leader for enterprise coaching. Before resorting to layoffs—or, in many cases, in addition to them—companies typically offer voluntary buyouts to incentivize people to leave.
Though buyouts are a common corporate cost-cutting tactic, they are still misunderstood by a large swath of workers. And with the economy expected to get worse before it gets better, more workers are likely to be confronted with a buyout offer. Here are some tips from our experts on what to consider before accepting or rejecting one.
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TrapC Programming Language Creator
1 年Instead of echoing the absurd rationalizations being offered by notoriously tyrant CEOs known for abusing workers, Korn Ferry could condemn regressive bosses evangelizing a sexist anti-family office. Perhaps you should change your article's title to RTOH? That is, Return to Office Harassment? The type of boss forcing unwilling employees into a regressive 1950s white male office "collaboration" is the toxic boss who thinks women don't belong in the office at all or that they are there to be bullied. Forcing workers back to the office is a sexist policy that disproportionately effects caregivers. Faced with the choice of abandoning caring for their children or disabled parents, many family caregivers are compelled to quit their jobs when forced to choose home or office. The rationalization that remote office workers are less productive has no support in science. A recent study of home office workers found only one category of office work that markedly decreased due to remote working. Embezzlement. It is harder to pressure co-workers into accepting illegal acts when they can't be physically intimidated.
The Power Is In You. You Tell Your Story.
1 年great share...an insightful thought..for sure.
Chartered Accountant at G.Satapathy and Company, Chartered Accountants
1 年Thanks for sharing
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1 年Thanks for Sharing.
Director, EMBA Program at Prairie View A&M University
1 年This is great. Thanks for sharing.