Return-To-Office doesn’t improve company value, but makes employees miserable

RTO could be a good way for Job Creators to do a stealth layoff, as top performers leave for better companies.


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I can not discuss where I work because I do not want to represent them online.

We had a recent computer problem. It was companywide effecting the work at times of 100k people. It is a very large company.

My department got a new manager. I discussed it with her. The employees were purposely doing the wrong thing to cover their behinds. I knew she would not crucify me.

We are getting an entirely new updated computer program on Monday. The new program will take pressure off of the 100k workers.

The company did not scapegoat the workers. Instead, my boss four days ago told me the company had created a problem, the company owns it.

I would agree the better workers will head to the better companies. I know I did.


Then profit drops dramatically as the company can not replace the top performers. The JCs then own a white elephant…

I wonder if RTO had anything to do with the “improper upgrade” at AT&T. Nothing like getting rid of that old over paid experienced worker.



In listening to the ‘Jill on Money’ podcast, I’ve noticed a lot of Gen Xers and Millennials calling in to strategize retiring in their 50s. I know that is not a random sample, but what if it becomes a trend? What will be the macro impacts of Gen Xers an Millennials retiring earlier than previous generations?



It reminds me of a favorite friend I met twenty years ago at a lunch counter. She read the real estate magazines religiously. She never could afford a home.

The more things change the more things stay the same.

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When I was a kid the Sears and Roebuck Christmas catalog would arrive in late October or early November. For the next several weeks, my brother and I would spend untold hours lusting and listing our December dreams. We didn’t plan to get all the things we wished for. We were like your friend. The people who call in to this show are making plans and asking for advice on the soundness of those plans and how to implement them.
Wishing, and hoping, and dreaming is stage 1.
Planning and implementing is stage 2.
Sticking to the plan is stage 3.


Yeah, employees, especially experienced ones that know how stuff actually works are sooooo expensive…like my uncle, who was expert at teaching people how to work with fibre, at the Dublin, Ohio, AT&T training center. They paid him a tidy sum to go away in the 80s, when he was in his 50s.

When Union Pacific bought out Southern Pacific, they ignored the advice of the experienced SP people, and demanded everything be done the UP way. The traffic backup that year was epic.

And, the poster child for “maximizing shareholder return”, Bob Nardelli, who fired all the Home Depot people who knew anything about the building trades, and replaced them with part timers who knew nothing, but were cheaper, intending to goose HD’s bottom line.



“Everyone has a plan till they get hit in the face”, Mike Tyson.

I loved going to Dublin for training classes! Germantown in/near Columbus was really cool. Also learned a lot in the classes, lol.

( I’m from Michigan, but I loved the Columbus area )