cross-posted from: https://lemmy.zip/post/48624804
AT&T is dialing down its use of a controversial attendance tracking system that it used to enforce its five-day RTO policy.
If managers treated their direct reports like human beings instead of cogs in a machine, they would know if any of them aren’t pulling their weight, regardless of whether they’re wfh or not, through the so-called “people skills” they’re supposed to have to be competent managers.
And forcing people to be “productive” every second they’re being paid is NOT the optimization they think it is.
And if a lot of your employees are being too unproductive, to the point where you can’t afford to fire all the ones you identify as unproductive, either your expectations are too high, or you’re a shitty employer who’s not doing enough to motivate your employees (either you’re not paying them enough, or you’re not creating an environment they want to work in.)
How many times do they need to learn this lesson? Don’t they write down past failures with this sort of Draconian micromanagement?
They do. Then those people are laid off, the incoming lower-paid group don’t read it and the circle of dysfunctional organizations continues.
We actually cross the brink of frustration twice. When we clock in and when we clock out.
Wouldn’t clocking out be relief?
Commute home/wherever and traffic war begins.
Unless it’s the last time, otherwise I know I have to come back.
They were over the brink on day one, you corporate fucksticks. Don’t kid yourselves. They all hate you, and you deserve it.
Fuck thier metrics.
I do wish all the employees had the means to just quit but I know that isn’t viable for a lot of people
